{"id":906,"date":"2008-06-10T01:00:50","date_gmt":"2008-06-10T09:00:50","guid":{"rendered":"https:\/\/systematichr.com\/?p=906"},"modified":"2008-06-10T01:01:04","modified_gmt":"2008-06-10T09:01:04","slug":"better-recruiting-through-social-networks","status":"publish","type":"post","link":"https:\/\/systematichr.com\/?p=906","title":{"rendered":"Better Recruiting Through Social Networks?"},"content":{"rendered":"

Jobvite released their new survey<\/a> on the utilization of social networks for recruiting.\u00a0 Most of this is not a surprise as recruiting seems to be the early adopter for some new HR technologies well ahead of everyone else.\u00a0 Remember recruiting systems was a major market before any other point solutions (outside of benefits and payroll).\u00a0 And they were hosting those solutions well before it became acceptable.\u00a0 One could also say that the success of LinkedIn is fueled in large party by the activity of recruiters.\u00a0 That said however, Jobvite\u2019s study notes some areas for improvement and next steps.<\/p>\n

Jobvite’s survey showed that the majority (78%) of companies use social networking and social media to find and attract candidates. The most common method of social hiring is leveraging employee networks through referrals – 75% of companies surveyed do so. Also popular among many recruiters (64%) are online social networks, predominantly LinkedIn and Facebook. When asked which techniques they plan to use more next year, 68% of recruiters said they will increase their use of referrals and employees’ networks. Overall, responses show that recruiters are already engaging in social recruitment using a range of methods, both online and offline.\u00a0 ((from Jobvite press release on May 13, 2008))<\/p><\/blockquote>\n

The question is how does a recruiter actually do this?\u00a0 I have 2 major questions regarding the execution of using the employee social network for recruitment purposes:<\/p>\n

    \n
  1. Implicit endorsement that it\u2019s ok to use external social network sites for work purposes? And how do recruiters utilize the social networks of employees through automated technology if they are not part of the employee\u2019s personal network?<\/li>\n
  2. Of all the governance issues around recruiting and external social networks (bad behavior found on someone\u2019s myspace page for example) how does one draw the lines between the external network and the employer use of that network?<\/li>\n<\/ol>\n

    And perhaps both of these are saying the same thing \u2013 most employers (unless you\u2019re Serena Software) don\u2019t want you to spend time browsing your Facebook accounts and sending notes to friends during work hours.\u00a0 But if you are allowing employees to cultivate potential candidates, then are you not telling them to help the employer by managing their social connections (and therefore social life) at work?\u00a0 I admit that most employees self-govern pretty well, but we all know that (80\/20 rule) some are completely incapable of that.<\/p>\n

    The second question is really around governance.\u00a0 We are already having debates if it\u2019s appropriate to Google candidates and translate what they do in their personal lives can be imposed on the employment decision.\u00a0 And while we realize that there is a definitive slash between the words \u201cWORK \/ LIFE\u201d the reality of today\u2019s world is that we have technology that blurs that line.<\/p>\n

    I don\u2019t know what the answers are.\u00a0 I do believe that Jobvite has the correct next step, but I don\u2019t think it\u2019s as simple to implement as it is stated.\u00a0 Certainly recruiters have always found a way to push the envelope, often outside of the governance of HR process and policies.\u00a0 So we\u2019ll see what happens, and even if employees want their corporate recruiter as part of their social network at all.<\/p>\n","protected":false},"excerpt":{"rendered":"

    Jobvite released their new survey on the utilization of social networks for recruiting.\u00a0 Most of this is not a surprise as recruiting seems to be the early adopter for some new HR technologies well ahead of everyone else.\u00a0 Remember recruiting…<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_coblocks_attr":"","_coblocks_dimensions":"","_coblocks_responsive_height":"","_coblocks_accordion_ie_support":"","footnotes":""},"categories":[2,22,15,46],"tags":[],"class_list":["post-906","post","type-post","status-publish","format-standard","hentry","category-hr-technology","category-industry-news","category-talent-acquisition","category-web-20"],"_links":{"self":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/906","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=906"}],"version-history":[{"count":0,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/906\/revisions"}],"wp:attachment":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=906"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=906"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=906"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}