Pros and Cons of Social Media Recruitment

Using social media in recruitment is an extremely popular form in today’s era. When social networks can be applied in many fields, including recruitment. Using social networks as a recruitment tool brings many significant benefits such as saving time and costs in the process of finding suitable candidates. However, social media recruiting also has certain challenges and difficulties. Let’s explore the pros and cons of recruiting through social networks right now!

What is social media recruitment?

Social media recruitment is the process of using social media platforms such as Facebook, Linkedin, Zalo and other online forums to connect with potential candidates, spread recruitment information, and attract talent. Businesses often use this strategy to build a strong recruitment brand, find potential candidates and interact with them effectively. Characteristics of social media recruitment:

• Main activities on the Internet platform.
• Employers can easily create postings, share information with friends, and comment on job postings.
• Easily store job postings, set status, and assign permissions to who can see the job posting.
• Connect social media accounts together, so both employers and candidates can see each other, search, connect, and follow each other conveniently and quickly.

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Pros of Social Media Recruitment

Quick access

The number of users of social networks such as Facebook, Zalo, Linkedin is increasing day by day, so recruiting staff through social networks will help attract a significant number of candidates. In addition, the speed of transmitting and sharing information on social networking sites is also extremely fast. This can be considered the main reason attracting many companies and businesses to post recruitment information on social networking sites.

Save time and money

Recruiting through social media helps businesses find fresher and part-time candidates quickly, so recruiting will save time for employers, and also save costs for recruitment. Moreover, social media recruitment will help employers save costs or cost less than having to link with third parties to find suitable candidates. Social media recruitment is one of the simplest, fastest and most economical ways for employers in the process of finding candidates.

Promote your company brand

When recruitment posts are displayed on social media with full information about the company such as: Company name, address, job description and how to apply for jobs or how to apply for job positions, etc. This also means that all information about the company will be widely spread to all social network users. Companies can create their own company page to build their image, update news, market trends, and recruitment information more regularly.

Through the fanpage, candidates can easily grasp information about the company such as its history, operations and development, and business areas of that company. When a company provides complete information in a clear and transparent manner, it will create trust and impression for potential candidates and social network users. It is also one of the ways to promote the brand, reputation and influence of the company.

Ensure candidate evaluation

Other recruitment channels mostly assess the suitability of candidates through the received resumes. With social media recruitment channels, the assessment is taken to a new level when employers can understand more deeply about candidates through their status history on social media pages. Complaints about work, about life, reviews of a certain media news. All reflect on that person’s personality and working style. From there, employers can consider and review their suitability for the recruitment position more easily.

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Cons of Social Media Recruitment

Along with the advantages of using social media in recruitment, there are also some limitations that employers need to consider and face. Here are some disadvantages of recruiting through social media that businesses need to be aware of:

Difficult to control information

Social media is an open environment where anyone can share information openly. This can lead to job candidates creating an inaccurate image of themselves on social media, making the recruitment process more difficult.

Lack of standards

Social media is not the place to judge a candidate’s professional skills. Personal information on social media often does not accurately reflect the candidate’s skills and work experience. This can lead to selecting personnel who are not suitable for the job requirements.

HR posts are considered unreliable

Because social networks are places where many people gather, regardless of country, region, skin color, or ethnicity. That is why social networks like Facebook always constantly warn users to be careful with the information they receive to avoid negativity or fraud. Because of that, users gradually have a certain sense of vigilance and selectively receive information. This leads to the fact that HR recruitment posts are often ignored by candidates who doubt its reliability.

Attacked by competitors

One of the biggest risks when recruiting through social media is that candidates’ personal information can easily be exposed. This can create conditions for potential competitors to use this information to attack or harm the business. This raises issues about information security and candidate privacy, and also requires businesses to have stricter information protection measures.

In addition, using social networks in recruitment also opens up opportunities for competitors to monitor and collect information about the business’s human resources strategy. This information can help them understand the business’s operations, needs and goals in recruiting, thereby developing strategies to intervene and compete directly. Therefore, protecting strategic information and recruitment plans becomes extremely important, and requires carefulness and thorough preparation from the business.

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Conclusion

Social media recruitment brings benefits in terms of convenience and cost savings, but also brings new risks and challenges. To deal with these risks, businesses need to have effective information protection measures and improve the ability to check candidate information. In addition, businesses need to diversify recruitment channels, connect with specialized recruitment sites to support different recruitment needs. 

Be partner with BlockchainWork, you will have significant opportunities to access qualified candidates who meet industry standards. BlockchainWork is currently the leading blockchain talent community in Vietnam with a source of both tech and non-tech candidates. Through BlockchainWork’s survey, employers responded that BlockchainWork helps them increase the source of quality blockchain candidates that are suitable for the company by 44%. BlockchainWork is constantly developing and expanding cooperation with businesses to bring career opportunities to potential candidates, while helping to build a leading blockchain human resource community in Vietnam.

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