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Why You Should Hire Employees Using Social Networks

social recruitment

Social recruitment

Small business owners – if you think social networks only as a medium for your business to build brand and community, you need to explore more and expand your horizon, as 73.3% use social networks to recruit new employees, according to JobVite’s Social Recruiting Survey 2010.

I just read an article from WebProNews regarding the importance of social media in job recruitment. To say the least, reading the article makes me feel… dumbfounded.

Referring to JobVite, a cutting-edge recruiting platform site, the WebProNews article shows you a trend in job recruitment via social networks.

It’s my bad that I’m not keeping up with the trend. I know that LinkedIn is a great social network to make your portfolio stand out, but not to the scale of the JobVite survey results. Facebook has also becoming a huge ‘social job board’ today. Even worse, I don’t see the trend coming from Twitter, as a medium for job recruitment.

Here’s a fascinating trend I read:

The survey found 83 percent of respondents use or plan to use social networks for recruiting this year. LinkedIn (78%), Facebook (55%) and Twitter (45%) are the most popular social recruiting platforms…

Some other important highlights:

  • 92% of those hiring in 2010 are using or plan to use social networks to hire employees.
  • From the 92% above, 86% are using LinkedIn, 60% are using Facebook and 50% are using Twitter for their recruitment endeavours.
  • And here’s a trend you should focus on: 50% companies plan to allocate more resources in recruitment via social networks, compared to 17% in job boards.

Why you should be riding the trend?

No matter how you hate me-too attitude, you need to follow this social recruitment trend, as it will bring you many benefits, such as:

  • Cost effective – talented people are now on social media more that they are on job boards; it’s only logical to focus your effort to a place where many people spend a lot of time on.
  • The power of buzz – post a job opening, get people to recommend your listing to others via Facebook’s “Like,” Twitter’s “Retweet” and such, and expect more exposure to your listing.
  • Faster recruitment process – you can expect responses coming in real time; even you can start your screening process by, for example, using Facebook’s chat feature.

However, you must take heed on these pitfalls:

  • Challenging background checking – despite some measures taken by social networks to ensure that ‘you are you’, some others are just faking up their profile, making accurate job applicant screening process difficult.
  • Too much information – believe it or not, those talented people are only outgoing: They write and give opinion as they like (including gossiping.) While opinions are a good recruitment consideration, if your company can’t take it, you’d better think twice for social recruiting.
  • Too informal and casual – social networks are casual at best; finding candidates who are serious enough to apply for your job opening could be challenging.

Go for it!

Despite everything seems so vague, be patient – there will be time when businesses and job seekers are embracing the concept of social recruiting. When this happen, you will see some best practices emerge; apply them to get the best of your company recruitment campaign.

I have done social recruitment. I think social networks are great places to find partners and employees. Despite of some time-wasting activities, including answering an inquiry from people who are only curious about what you’ve got to offer (and from some who even don’t have a clue about the offer,) I can assure you that some applicants are gems and can be the cornerstones of your success.

So, I’ll say: go for it, and make sure your efforts are laser-targeted.

What’s your view on this? Please share yours by commenting to this article.

Ivan Widjaya
Social recruitment
Image by brokenarts

About author

Ivan Widjaya
Ivan Widjaya 3160 posts

Ivan Widjaya is the Owner/Editor of, as well as several other blogs. He is a business blogger, web publisher and content marketer for SMEs.

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