How Can You Use Social Media and Talent Acquisition?

Personal Branding

The job seeking and recruiting process is witnessing an upsurge with the expansion of social networks aided by mobile platforms and emerging technologies. The recruiting industry is waking up to its effectiveness and impact in matching job seekers with available positions for accounts jobs in India or HR Jobs in India. For professional purposes LinkedIn is the most popular platform and interestingly twice many recruiters throng it as compared to the job seekers. Personal branding increasingly occurs on face book along with all sorts of prolific social networking activities.

Main Platforms

The probability of actually being contacted by a recruiter when you apply for Jobs in Noida increases manifolds when job seekers tend to use an increasing number of social networks. The trick is to use the main global platforms initially and keep on adding good ones. Recruiters and job seekers spend the maximum time on Job boards followed by corporate websites. Talking of social media, it ranks third at a much lower priority. So much so for the facts speaking for themselves, this by no means portrays the complete picture, recruiters by all means go ahead and ask candidates about their social media presence. The flip side is candidates tend to get rejected based on their web presence, as they post contradictory information on their online and offline resumes and similar glaring discrepancies for industrial jobs in India or hardware jobs in India.

Two Way Street

Best online job search sites are of the opinion, the social web facilitates the assessment of personality traits and any glaring disconnect is readily made apparent with the posting of unsuitable or improper images. Again it is a two Way Street with job seekers too use the web for evaluating the reputations of the companies they are applying to and the effort is worth their time. They are better positioned to respond in the event they are contacted by recruiters over social media. An important aspect is that job seekers are far more mobile than the recruiters and increasingly use mobile devices. Recruiters sparingly use the same to search candidates or highlight positions for jobs in Mumbai or jobs in Pune.

Social Presence

As things currently stand, nearly two thirds of the companies have hired people for insurance jobs or information technology jobs in India, using social media in the recent past. Given the figures it is very important for stakeholders in the recruiting process to maintain an effective and decent social presence on the web. It is only due to increased use of social that passive candidates are able to apply, which they would not have done in the normal course with traditional openings. Recruiters are increasingly turning into social media to close hiring for ideal candidates. Social media is being increasingly used by almost all of the users to either discover or evaluate candidates, primarily on LinkedIn followed by face book and then twitter besides sundry other platforms.

Recruiting Habits

Social media has significantly altered the recruiting habits of talent acquisition professionals and it is to stay here as the primary candidate sourcing technology ably aided by secondary platforms. Microblogging websites like twitter have positioned themselves as a real quick thought sharing platform for establishing communication with prospective candidates. On the other hand facebook is viewed as an important resource to reach out to younger segment of the workforce and also to those people who happen to be in initial stages of building their careers as they seek fresher jobs on best job search websites.