Personnel search in social networks
The first time I wrote about staff search in social networks was less than a year ago. I was looking for an HR director then, the article was called Recruiting personnel in social networks – personal experience.
In it, I published detailed statistics and wrote about the absence of any noticeable influence on the process of searching for a job advertisement from social networks, although, given the large number of groups dedicated to personnel management, I initially expected a significant response.
Not so long ago, the opportunity presented itself to continue the experiment – I was looking for a CIO who will work in my city. The geography of searches was unlimited. I assumed that such a vacancy would be quite suitable in order to once again assess how effective social networks are in finding personnel.
My experience with social media
Just like most website and blog owners, social media is part of my job. I visit them every day, the number of my contacts on social networks is close to the maximum allowed, I belong to all communities that include job seekers, employers, and HR specialists.
Experimenting with social networks when recruiting personnel, I used all the possibilities I had – I published hiring advertisements in the chronicle of my personal account, posted in different groups, as well as in all relevant groups of which I am a member.
I am aware that applicants, first of all, are looking for work on special resources to find a job, so I compared the results of the response from posting information on social networks with the number and quality of responses to an ad on hh.ru.
Personnel search in social networks – results
Not surprised. For 200 responses from hh.ru, there were only 2-3 resumes from social networks, and their owners had up-to-date resumes on hh.ru. We did not have a noticeable effect on the search for resumes from social networks. Requests to repost the vacancy and recommend friends did not help; likes and reposts did not turn into responses.
I admit, in theory, that the jobs I’ve experimented with are not the most suitable for social media. Although, judging by the activity of colleagues who post posts with vacancies, social networks are not considered as a serious source of human resources.
The statuses observed on the network “I am in search … the name of the vacancy” or even “Vacancies! … and then the list”, it seems to me, more serve the purpose of forming a professional image of recruiters in the network than solve the problem of attracting applicants.
Unfortunately, some of the vacancies in personal profiles and posts are fake, designed to increase the popularity of the account and attract potential customers with a line of allegedly existing customers. Don’t seriously expect your social media job posting to help you fill a job or find a job.