Clearview Midlands September 2014 - Issue 154 | Page 103

recruitment

Ten Human
Resources
Social Media
Recruitment
Analysis
There has been a lot of noise lately
revolving around the concept of
“Social Recruiting” – the ability to hire
candidates through your company’s
established social media channels.
It is, however, puzzling to
see such buzz around the
topic of social recruiting
with little data to support its
effectiveness.
An annual survey on the
leading hiring channels of
the year found that in 2012,
only 2.9 percent of hires were
attributed to being brought in
through social media.
Almost every company
today has a LinkedIn® profile,
Facebook® page and Twitter®
channel and is posting and
tweeting regularly. With a
statistic of only 2.9 percent of
hires coming from social media,
it is difficult to believe that
many job seekers are leveraging
companies’ social outlets as a
main or even secondary, source
for job searching.
TakeTwitter, for example. If I
like a company, I may follow it
on Twitter to receive company
news and product updates - not
necessarily to find employment.
If the company tweets a job
opening, it is unlikely that I
would be both interested and
qualified for that job.

Why is this bad? Mainly
because companies are opening
themselves to a large number
of unqualified applications.
They can reach a large audience
quickly by tweeting, but are they
reaching the targeted audience
they need?
Zappos, the large online
retailer, has made a 180 degree
change in its recruitment
strategy, recently announcing
that it will no longer post job
openings, even on its own career
site. Instead, it will leverage social
activity and engagement within
an online social media network
that requires anyone interested
in working at Zappos to register
with their online community.
This may work for Zappos
but not for a small, unknown
company that cannot build its
own online community.
As job openings are retweeted,
shared and favourited, they
may receive high response from
unqualified candidates, wasting
time and resources for recruiters
and employers.
Career sites and job boards,
on the other hand, maintain
their stronghold in the top three
sources for talent with 23 percent
and 18 percent respectively in
the survey.

Area Manager - Camden Trade Centre
The Camden Group are looking for Area Managers
to join their existing team as they develop and
expand their Trade Centre network. Each Area
Manager will be responsible for the development of
their area including locating the town for each Trade
Centre, the recruitment and training of staff as well
as the overall sales and marketing responsibility.
Are you passionate
about customer service?
• Can you lead and develop a
team of skilled individuals?

• Do you have experience of
managing multiply locations?
• Do you want to join the UK's
leading independent
Manufacture of Windows and
Doors?

A successful Area
Manager will possess a
broad range of skills and
abilities including:
• The ability to exceed customer
expectations.

• Great coaching, mentoring