Have you found a job using LinkedIn, Twitter, or another social media outlet? Do you look for candidates via social media? If you answered no to either of those questions you’re in the minority, because hiring and social media go hand-in-hand. According to a study from Jobvite.com: 58% of companies had successfully hired a candidate found through a social network. Furthermore, 80% of companies recruit through LinkedIn network, and 55% and 45% of companies recruit through Facebook and Twitter.

The recruiting and hiring process is becoming more social—check out this article from Fast Company on making innovative strides to use Facebook for the job search; new ideas are consistently springing up and the trend is clear— hiring through social media is here to stay.

What this means for companies and organizations is that job seekers are finding out more and more about your company, from friends, networks, and an ever-growing pool of information. In the same way that companies protect their brand and manage their image, they must now understand how to hire the best candidate from a larger pool of candidates who are all qualified and all skilled.

This is where Analytical approaches and good, old-fashioned interviews can revive their importance. The “search and find” is all about social media and all about casting a wide net to an eager job-hunting audience. Hiring and social media are playing critical and growing roles in the connectivity of the job search. But it ultimately comes down to knowing what is best for your company and the position and finding candidates to match.

Here’s my pitch for structure and analysis after you’ve made your company and your jobs known via social media:

  1. Conduct a rigorous and proper job analysis.
  2. Reach out on social media and other outlets with a job description fueled by your job analysis.
  3. Test candidates on motivational, skill-based, and experience-related aspects of the job.
  4. Get Social and check references – but ask references for real, definable instances of how the candidate performed.
  5. Follow up on candidate skill and motivational testing by asking behavioral questions.
  6. Look at how candidates compare to your job needs, not just each other.

This is our process, and it works well, but the key is to embrace hiring and social media and follow up with proven selection procedures.

Have you found a job using LinkedIn, Twitter, or another social media outlet? Do you look for candidates via social media? If you answered no to either of those questions you’re in the minority, because hiring and social media go hand-in-hand. According to a study from Jobvite.com: 58% of companies had successfully hired a candidate found through a social network. Furthermore, 80% of companies recruit through LinkedIn network, and 55% and 45% of companies recruit through Facebook and Twitter. The recruiting and hiring process is becoming more social—check out this article from Fast Company on making innovative strides to use Facebook for the job search; new ideas are consistently springing up and the trend is clear— **hiring through social media is here to stay.** What this means for companies and organizations is that job seekers are finding out more and more about your company, from friends, networks, and an ever-growing pool of information. In the same way that companies protect their brand and manage their image, they must now understand how to hire the best candidate from a larger pool of candidates who are all qualified and all skilled. This is where Analytical approaches and good, old-fashioned interviews can revive their importance. The “search and find” is all about social media and all about casting a wide net to an eager job-hunting audience. Hiring and social media are playing critical and growing roles in the connectivity of the job search. But it ultimately comes down to knowing what is best for your company and the position and finding candidates to match. **Here’s my pitch for structure and analysis after you’ve made your company and your jobs known via social media:** 1. Conduct a rigorous and proper job analysis. 2. Reach out on social media and other outlets with a job description fueled by your job analysis. 3. Test candidates on motivational, skill-based, and experience-related aspects of the job. 4. Get Social and check references – but ask references for real, definable instances of how the candidate performed. 5. Follow up on candidate skill and motivational testing by asking behavioral questions. 6. Look at how candidates compare to your job needs, not just each other. This is our process, and it works well, but the key is to embrace hiring and social media and follow up with proven selection procedures.
edited Apr 27 at 3:08 pm
 
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