Recruiting & Hiring Blog for HR Professionals

The EEOC hearings on social media in the workplace have had our attention for weeks. The testimonies have helped us analyze the true meaning of "social media" as it pertains to HR and share key takeaways on social media recruiting.

But if there's anything else you should take away from the recent hearings, it's what not to do when recruiting with social media. Social media does give recruiters and hiring managers new ways to expand their applicant pool, but there are several reasons to take caution:

The recent EEOC hearings on social media in the workplace have the HR industry buzzing. Over the next few weeks, we’ll be sharing our analysis of the testimonies from these hearings and things you should take into consideration for social media recruiting. You can read the first post in this series here.

The EEOC knows social media is impacting the workplace. But does anyone know what “social media” really means and the rules surrounding how to and (how not to) do it?

In an attempt to shed some light on this rapidly changing area of HR, the EEOC held a public meeting on this matter in March 2014. Several expert panelists shared their thoughts, and you can find a link to the full information here.

Below are some of the key takeaways and social media issues every company should consider.

The recent EEOC hearings on social media in the workplace have the HR industry buzzing. Over the next few weeks, we’ll be sharing our analysis of the testimonies from these hearings and things you should take into consideration for social media recruiting.

Do you know what social media is? Most people think they do. As we already know, social media is only becoming a larger focus for HR and recruiting. But if the recent hearings held by the EEOC are any indication, there is nothing close to a clear definition of what “social media” actually means.

“Social Media Recruiting” is a hot topic in HR today. Every management software company and professional social media network claims that it can expand the reach of your job postings and attract more applicants. But recruiting revolutions don’t happen overnight. Social media can be a powerful tool to amplify your online voice, but only if this new tool is used in a smart and effective way. So check out these simple “Dos and Don’ts” of social media recruiting, to expand your reach and your applicant pool in the right way:

The Dos

• Leverage Your Existing Communities. Social media is designed to share information that users find relevant and useful. According to a recent CareerArc Group survey, 72% of companies use social media to advertise their jobs. Whether you are trying to share jobs on Facebook,Twitter, or LinkedIn, if you have a thriving online community of users who are committed to your brand, social media can be the perfect outlet to find new applicants who already have a personal interest in your company.
• Target Specific Individuals. Social media allows you to search for passive job seekers that may not even be on the market. These sites allow you to view assimilations of a candidate’s work history and relevant skills and experience. Additionally, through the rise of geo-location, social media sites now allow you to share messages with users in targeted geographical areas – so you can reach out to job seekers, with the right skills, in your neighborhood.
• Use New Communication Platforms. Once you’ve identified a quality candidate you can encourage them to apply via social media messages. Whether it’s a private message via Facebook or an InMail via LinkedIn, companies can use social communication tools to reach out and provide initial contact with potential employees.