Social Data - The Impact of Social Media on Recruitment

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This session took place at the inaugural HR Metrics Canada Summit (http://www.hrmetricscanada.com/) on June 20th in Toronto. The purpose of the closing keynote was to present the shift that is taking place within the HR/Recruitment industry that strategically integrates social media and emerging HR/Recruitment technology into talent acquisition practices. Shifting from online resumes to online profiles, which provides Recruiters, HR Practitioners and Hiring Managers with richer and more diverse data on job candidates. Other key messages include job boards are dying, technology is being developed with a "mobile-first" mind-set, true strategic recruitment focuses on using talent communities to engage prospects (like top Marketers do), proliferation of people search engines (a.k.a. Google people search on steroids), the career site is becoming the central hub that integrates all online channels and recruitment analytics is still in its infancy. The final argument was that the model for recruitment is changing, which integrates continuous data analytics to provide more intelligence insights to recruitment strategy.

SOCIAL DATA—THE IMPACT
OF SOCIAL MEDIA ON RECRUITMENT

TECHNOLOGY ADOPTION IN HR
CONTINUES TO LAG

DISCONNECT BETWEEN
HR TECH BUYERS & VENDORS

THE LATEST SCOOP ON SOCIAL MEDIA IN
RECRUITMENT

SHIFTING FROM ONLINE RESUMES TO SOCIAL
PROFILES & REAL-TIME ENGAGEMENT

LEVERAGING CLOUD SOLUTIONS TO
BUILD TALENT COMMUNITIES

CAREER
SITE
SOCIAL
MEDIA
DIRECT
SOURCING
JOB
BOARDS
ATS
TALENT
COMMUNITY
Referrals

RECRUITMENT ANALYTICS IS STILL IN ITS INFANCY

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LET’S CONNECT

This session was delivered at the HR+Tech Professionals T.O. meetup (http://www.meetup.com/HR-TechTO/) on June 25th at the Achievers.com HQ. The presentation was in 2 parts -- first part was my presentation and the second part was delivered by Kate Pope and Andrea Webb of Achievers. The focus on the session was on describing the changing workplace and how technology (social media and emerging HR technology) is impacting the workplace, specifically all functions within HR.

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We live in a Googled world. Pew Research estimates that 79% of American adults use the Internet on a regular basis and that nearly half of those individuals use a social networking site (Facebook, Twitter, LinkedIn) in their personal lives. This number has doubled since 2008. Human Resources professionals have a reputation for being stodgy and difficult, but according to the results in the I Love Rewards survey on social media, that reputation is unfair and inaccurate. Ninety-eight percent of respondents believe that social networks are a tool that HR should be using, which tells us that Human Resources professionals are open to social media and new technology. This may seem counterintuitive based on your personal experiences in the workforce, but in the Googled world, even your local HR generalist sees value in connecting on Facebook, Twitter and LinkedIn. Social media adoption is pervasive and fun.

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In the pre-pandemic time, the term 'interview' was synonymous with a nightmare for most people. It used to be a common sight of an interviewee walking into the interviewer's room with a rushing pulse, jelly legs, tensed temples, and profuse perspiration – so much so that their faces used to convey all about that anxiety and nervousness. However, the past year has been the year of change, and the change is there to stay in 2021 and hopefully in the next few years as well. The COVID-19 pandemic has brought a series of transitions on the personal and professional front for all. Paving their way through the challenges, organizations have reacted to them with a resilient attitude. The ever-increasing digitalization in today’s business processes and incredibly fast-growing markets have created a more competitive business environment. And, this more competitive business environment has led companies to be more demanding regarding the employee qualifications as well as the quality of tasks carried out by these employees. Moreover, this change process has rendered the traditional human resources management methods inadequate, further digitizing the field of human resources. In this study, the author examines the handling of recruitment functions within human resources management and the digitization process. Furthermore, they discuss both the basic dynamics of the e-recruitment processes, the tools of erecruitment, as well as its advantages and disadvantages.

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