THE USE OF SOCIAL MEDIA IN THE RECRUITMENT PROCESS
Maria Giovanna De Rosa, 497459
Munkhnaran Erdenetsogt, 495725
Eugenia Onesti, 497645
Jose Alberto Ramírez Neri, 454200
Florian Stock, 497729
Diane Vaillant, 497757

OVERVIEW
1)INTRODUCTION
2)SOCIAL MEDIA RECRUITMENT CHANNELS
3)ADVANTAGES
4)DISADVANTAGES
5)CASE STUDY
6)CONCLUSION

“The Internet has drastically changed the face of recruitment. Employers must now actively market
themselves by instituting a well-implemented e-recruitment program to find better quality
candidates and improve hiring decisions, all in less time and at a lower cost.”
(Smith and Rupp, 2004)

Recruitment has not yet replaced more traditional approaches but rather added to existing HR
processes: “Social-media tools and techniques as currently used are not a direct replacement for
traditional hiring processes, but rather a supplement to them”.
The massive growth of social media and Internet capacities and capabilities has added numerous
other sourcing possibilities and activities:
●Internet job boards
●Internet data mining or flip searching
●Web crawlers
●social networks

USE OF SOCIAL MEDIA IN RECRUITMENT
The use of social media in recruitment might also be determined by company-specific
characteristics:
●Company size
●Industry or activity
●Stage of business growth

SOCIAL RECRUITING CHANNELS
The main social media websites used by the companies are:
●Twitter
●Instagram
●Facebook
●LinkedIn

SOCIAL RECRUITING CHANNELS
Twitter was founded in 2006. Considered as a “microblog”, it became popular among the young
generations and also among companies because it’s easy to use and it offers an easy connection with
others and it reached more than 500 million users.
40% of job candidates use Twitter
70% use  it to  research openings
58% of users follow companies

SOCIAL RECRUITING CHANNELS
Instagram is one of the “new” trending websites to seek for employees. Created in 2010 and then
acquired by Facebook Inc., it became one of the most fastest-growing social media platforms.
With:
●Over one Billion of active users
●More than 500 millions daily users
●61% of the users are between 18-34 years old.

SOCIAL RECRUITING CHANNELS
Facebook was founded in 2004 by Mark Zuckerberg. It is now considered as one of the “Big four Ones”
technology companies in the planet, along to Google, Amazon and Apple.
With over 2 billion users is the biggest social network
63% of job candidates use Facebook
83% of job candidates actives
Operation over more than 200 countries

SOCIAL RECRUITING CHANNELS
The only company that solely focuses on the recruitment area (and the only one that is not part of
the Facebook Inc.). Founded in 2002, it is the oldest one among the 4 most used Social Networks
Sites (SNS).
●The most used SNS (social network site) by recruiters (95%)
●Over 600 million users worldwide
●Extended frame of the possible candidates (CV, Cover letter)

ADVANTAGES
REDUCE RECRUITING COSTS
The use of social media allows companies to:
-post a job vacancy announcement for free on their social page or pay a minimum amount to use
online recruitment sites;
-save on third-party recruiting fees;
-reduce the costs associated with transportation, hotels, meals, and other expenses.

ADVANTAGES
SHORTEN HIRING TIMES
Recruitment through social media accelerates the process through an increase in information flow.
PROMOTE YOUR BRAND
Online posts of job vacancies generate traffic on the company’s page, increase the overall public
awareness of the company, create interest in the firm’s work.

ADVANTAGES
  REACH MORE APPLICANTS
●REACH MILLENNIALS GENERATION
Millennials are always more approachable through social media
●REACH PASSIVE CANDIDATES
Personal-oriented sites are useful to attract passive candidates who are desirable to employers
because of their experience.

ADVANTAGES
BETTER PREDICT JOB PERFORMANCE
Social networking sites provide better insight about possible employees’ performance over that of
personality tests.
INCREASE THE QUALITY OF CANDIDATES
The qualifications, experience and overall fit of the candidate match the job description more
closely.

DISADVANTAGES
FRAUD RECRUITMENT ADS
Sometimes the individuals may fall prey to online scams when applying.
A LOT OF UNNECESSARY ONLINE TRAFFIC
Unnecessary traffic from those people who are either not willing to work seriously or who do not
fulfill the requirements as per the job.

DISADVANTAGES
NEGATIVE COMMENTS FROM REJECTED CANDIDATES
After receiving too many job applications on social media, it is natural to reject a large number
of individuals.
A DISADVANTAGE FOR ECONOMICALLY WEAKER CANDIDATES
There are some job seekers who don’t use or don’t have access to social media.

CASE STUDY
•Netherlands is one of the most advanced countries in terms of social networking
•Deloitte has a hiring target of 1000 people in 2 years
•Only 10% of the workforce is looking for a new job
•Recruitment as a challenge for successful businesses
What strategy does Deloitte use to attract workers to their company?
Deloitte creates a career website to enable
 Employer Branding

CASE STUDY
Deloitte starts its Employer Branding campaign
Deloitte creates an independent career website

CONCLUSION
➔A distinction is made between social media online for professional and personal audiences:
◆Facebook, Instagram and Twitter using for personal or only for marketing and promotional
activities in enterprises
◆LinkedIn platform using for professional networking and recruitment
➔Social media online are a building block of the brand and attract the interest of many candidates.
➔They should not be seen as replacing or traditional approaches to HR processes