Social Media in Recruiting - Maintec

1. Maintec Technologies Pvt Ltd IT Staffing | Training Services | Hire, Train & Deploy The benefits of social media for Employment Agencies With all the recent technological advancements and innovations whether in the product sector or management sectors. Social media marketing is proving itself as one of the game-changers for all professionals, individuals, and all business sectors. It has made a 180-degree change in the perspective of every marketer and customer. Social media has made it easy and more effective when it comes to networking, research, purchase decisions, and business outcomes. Socializing, communicating, and expressing views are all possible through social media. Using social media to identify qualified individuals and establish genuine connections can help with recruitment. Every internet user, on average, has more than 5 social media accounts, including those on Twitter, LinkedIn, Facebook, and other platforms. Here are some of the facts that you should know as a recruiter if you are not using any social media platforms as one of the major parts of your placement or recruiting strategy: ●According to a TOI report, 92% of businesses already use social media for hiring. ●According to a survey by ASSOCHAM, nearly 68% of interviewers look at a person's LinkedIn, Facebook, or Twitter profile before making a selection. ●The most favored social media platform for hiring talent is LinkedIn, which tops the list. ●Since there are already 42 million LinkedIn users in India, any company's strategic plan must include it. How is social media helpful for recruiting? With ever-increasing demand by recruiters and employers, using social media platforms like LinkedIn, Facebook, and Twitter for posting the requirements and approaching candidates and organizations has become easy, time efficient, and also profitable. Recruiting consultants regard social media as a key contributor to their process and are an essential factor in it. It has contributed to and helped in every aspect of acquisition and hiring. Whether it is sourcing, initial screening, setting up or managing interviews, or getting references. Social networking is a brilliant and practical tool for empowering the process. www.maintec.in

2. It enhances brand image: With millions of users on Facebook, Twitter, Linkedin, Pinterest, and Google+, your firm's visibility will undoubtedly improve, as will the exposure of the vacancies, which will be seen by many eligible individuals. Additionally, it will demonstrate to the virtual audience that the business is keeping up with social networking trends. It is cost-efficient: The recruiting-related operational expenses are reduced compared to other conventional job adverts. A business might use the money saved by not using traditional recruitment channels to fund the development of social media recruitment methods and other campaigns. It raises hiring standards: Social media-aware individuals are seen as early adopters and are in high demand on the job market nowadays since they are seen as more technically astute and creative. It provides a chance to contact passive applicants: When they come across an intriguing job ad online, candidates who aren't actively looking for work (so- called "passive candidates") might think about changing their positions. Candidates who you may not have found and who may not have found you using other conventional recruitment tactics could be contacted. It boosts recommendations: Why not incorporate references into the hiring process if they are successful in business? Using various social media platforms to disseminate the news about available employment opportunities is a very effective strategy. Gives Opportunity for Participation Imagine a brand that has worked hard to build its following on social media, even employing tools like Grower to do so, but is now finding it difficult to interact with the fans it has amassed. An announcement of a job opportunity on social media can help a brand like this. Your social media page receives greater interaction as interested people look for more details about the job opportunity. Others will share with their friends and followers, while still others will send you a direct message to your mailbox. Some interested parties will post in the comments section. www.maintec.in

3. These discussions keep your page alive and present you with a chance to interact with possible hires. Some of these are folks who, if you had chosen another recruitment platform, would never have applied for a job at your organization. Some of these social interactions, according to recruiters who know how to make the most of social media's recruitment prospects, are superior to one-on-one interviews. In any case, you can speak with a variety of possible applicants over the phone and only call a select few to continue the conversation in person at your company's location. Additionally, there are several social recruitment tools you can utilize to make the process quick and stress-free. These include LinkUp, Jobvite, Bullhorn Reach, Work4 Labs, and Jobcast. Advice for using social media to post job listings: ●Be precise. Social media users scan quickly and rarely stop to read actual posts, so your marketing needs to get its point in a snap. ●Include all pertinent details. Similar to this, social media users frequently hesitate to click on links that lead to additional information, so be sure that crucial information like pay and job criteria is all included in the post itself. ●Promote your brand rather than just a job. You have the opportunity to showcase your company culture through advertising on social media, so make an effort to do so in your post. ●Select the appropriate audience. A job announcement shouldn't be precisely the same on Twitter and Facebook; instead, it should be placed where the relevant candidates will see it. Also, make sure to customize your advertisement for the platform you're utilizing. Visit: Staffing Solutions in India www.maintec.in