by Kathie McCloskey, OI Partners - Quest Management Consultants
Recruiters are increasingly
embracing social media as a key component of their talent acquisition process.
A 2011 Society for Human Resource Management (SHRM) poll estimates that 56% of
recruiters use social media as a recruiting tool; whereas, a leading provider
of social recruiting tools reports in their 2012 survey that 92% of recruiters
use social media in their talent acquisition arsenal.
In considering the use of social
media in the talent acquisition process, recruiters should take note of the
pros and potential cons.
− Using social media to reach
“passive” candidates who have a social media presence, but are not likely to
seek out job opportunities. These “passive” candidates are generally working in
the profession today and are seen as having the most current skills. In fact,
in the 2011 SHRM poll, 84% of recruiters said that the main reason they used
social networking was to access this passive pool.
− As the job market improves, the
search for talent will become more competitive. Whether recruiting budgets will
expand to compensate for this higher level of recruiting difficulty is
problematic. Therefore, social media becomes a very cost-effective way to find
− Social media is a wonderful platform
to establish a company’s employment “brand” image.
− Social media offers companies the
opportunity to reach a wide, diverse pool of talent.
Recruiters should develop
policies and processes to deal with these potential
− Legal considerations in using
LinkedIn, Facebook and Twitter profiles/accounts to screen potential
candidates, given that the profiles may reveal “protected characteristics.”
Fortunately HR is becoming more aware of the legal pitfalls and establishing
tighter controls to avoid discrimination or negligent hiring claims and to
remain abreast of the changing regulatory climate.