Pros and cons of using social networks for recruitment.

 In today's technological age, social media have become increasingly popular as a means of connecting potential employees with hiring managers. But there are still challenges with this approach. In this article, HR2B examines the pros and cons of utilizing social media for hiring purposes.

What is social media recruitment?

Social media recruitment refers to a new way of recruiting. It is the use of social media platforms, such as Facebook, Zalo, YouTube, Twitter, LinkedIn, Pinterest, and Instagram, to find and engage with future employees. 

Social media have become increasingly popular as a means of connecting potential employees with hiring managers. (Photo: Internet)

Employers may get the most out of social networks by familiarizing themselves with the internet, creating custom "we're hiring" posts, and saving profiles with limited access. Employers and job seekers can connect with one another through search engines, links, or tracking functions.

Pros of using social media to recruit

The explosive growth of social networks has created a brand-new recruitment channel for employers. 

This channel benefits employers in a variety of ways:

• Social media exposes companies to a wider pool of potential employees, helping them attract talent in a fiercely competitive job market.

• Job applicants found through social media have a high possibility of being tech-savvy, and maybe even sharp-witted and energetic.

• Recruitment through social media is cost-effective, helping companies save money otherwise spent on posting ads on websites or job portals.

• This channel is also time-efficient. Joining forums devoted to specific topics is a great way for businesses to communicate with their target demographic.

• Employers can learn a lot about candidates by observing their online behavior, particularly on social media.

Cons of using social media to recruit

But there's always a downside, and social media recruitment is no different. There are drawbacks to this channel that businesses cannot ignore:

Pros and cons of using social networks for recruitment. (Photo: Internet)

• Candidates may form an inaccurate impression of your company based on the negative and dishonest comments they read on your job postings.

• If you want your posts to stand out, you will need to use some humor and originality, as a formal and boring tone can put off the candidates. Be as much creative as you want, but watch your wording and control who can see your posts to avoid negative feedback.

• With many new job posts coming up every minute, your posts could get lost in the feed and have fewer impressions. It is necessary to regularly update and oversee the posts.

This is our take on the pros and cons of recruitment social media. Please contact us if you are looking for a cost-effective recruitment channel.

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Why startups should consider Recruit Outsourcing?

 The ever-evolving nature of the labor market has caused significant challenges for recruiting processes. It also gets worse if the internal hiring teams do not have the contacts and expertise they need. If this is a problem for your company, especially if you are just getting started, you might want to look into outsourcing your talent acquisition. In this article, HR2B will discuss the advantages of this strategy for new businesses. 

High-quality candidate sources

RPO, or recruitment process outsourcing, is proven to improve a company's ability to reach out to specific candidates in the job market. By connecting internal HR teams with candidates, RPO services improve employment prospects.

Why startups should consider recruitment process outsourcing? (Photo: Internet)

RPO also enhances employer branding in the labor market, hence increasing the number of job applicants and the likelihood of finding the best-fit candidates.

Develop recruitment strategies for businesses

In contrast to the limited database of in-house recruiters on the labor market, external recruiters have access to a wealth of information that can be used to provide companies with a short list of qualified applicants. 

RPO providers help companies improve their recruitment strategies. (Photo: Internet)

Additionally, external recruiters can work closely with candidates to shed light on the requirements and expectations of the companies, what to expect during the interview process, and how to better position themselves to succeed. 

Transparent workflow

RPO providers are always conscious of the need for privacy because of the trust their client businesses place in them to discover future employees and create successful recruitment strategies. Professional RPO services must ensure the security of all client data and candidate profiles, preventing any accidental or careless disclosures.

Fair and reasonable contract terms

One further perk of RPO is that it does not charge a fee until an employee is hired. Companies do not have to pay anything during 2-3 probation months and can take their time to carefully assess each prospect and select the best ones.

RPO providers ensure the contract terms are fair and reasonable. (Photo: Internet)

Better quality of candidate profiles

Most candidates could not help to revise their resumes to match the job requirements. Internal recruiters do not have a network-wide enough to find the truth hidden. However, with a big data warehouse, external recruiters can effectively handle this horrid duty and increase the resumes' credibility.

Using external recruitment services can help startups improve their future recruitment strategies for the reasons stated above.

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