The usage of social media in recruitment is something that most HR managers have figured out by now, but what they might not have considered is a few of the finer ways social media and mobile phones can change recruitment’s game-plan.
The presence of social media and mobile phones as tools to communicate with candidates has been well entrenched into the recruitment process over the last few years. However, one expert has suggested the last pages of traditional resumes are destined for the shredder.
“Different social media profiles and other information that is kept up to date will provide a much richer experience than a [traditional] resume can,” Bryce Dunn, senior vice president at PageUp People, told HC. The necessity of updated profiles means a lot for companies taking on the task of seeking out candidates themselves. Dunn stated an increasing number of companies are searching for ‘passive candidates’ – those who aren’t looking for a position, but would be open if the right opportunity presented itself.
“If you are looking to hire a developer, you can actually have a look at what their presence is in terms of what forums around developing they are posting on: are they generally seen as someone who is answering questions, or are they asking a lot of questions?” Dunn explained.
By being aware of the presence of candidates across multiple social media platforms, an organisation can begin to build a relationship with the more promising ones, even when not looking to fill a position. Making online contact and continuing to keep in touch can mean when a position opens up, the right recruit is already within reach. “If at such time that vacancy comes up, they’ve already built a relationship with a number of well qualified people that they can immediately put into a more formal interview process,” Dunn stated.
Despite all this, Dunn warns against HR managers becoming too wrapped up in the gimmick. “The technology is exciting but that’s one part of doing this well,” he stated, warning that sometimes the right candidate won’t always be aware of or have access to the most recent technology. “It is also about matching the technology to the people that you are trying to work with.”
Dunn’s comments highlight the importance of change and adaptability for HR managers in the ever-evolving world of recruitment. “A one size fits all approach is probably less relevant than it has ever been,” he stated. The words ring true; as technology continues to grow and develop, employers must remain aware of emerging mediums and which ones best suit their needs.
