FACEBOOK: A NEW AVENUE FOR RECRUITMENT Contributed by: Prof. Priya Unadkat, Assistant Professor, MEFGI

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If you are not networking, you are not working

-Denis Waitley

ocial networks like Facebook, Twitter, LinkedIn or

any other, persist to grow up in terms of its own relevance in the country. Entry of smart phones

has supplemented to the usage patterns of the social

networks. Today it is the fastest growing active social media online and is more related to Sociology and

Psychology rather than technology.

As a common perception, Social networking is believed to be as one of the ways to interact with friends but

have you ever thought that it can be used as one of the

hidden source for attracting pool of candidates for your organization?

As per, John Maynard Keynes, The real difficultylies not in developing new ideas but in escaping from the

old ones.

Hard Rock Cafe International, a haven for fans of music, food, and great times, have come up with a new

idea to convert Fans to Hires. For its new venue at

Florence (Italy), rather than going for traditional-time

consuming channel of recruitment, they thought of using Facebook to look for candidates that fit their

eccentric culture.

Intel, Deloitte, Hallmark, Apple, the CIA all huge brands

have their devoted Facebook hiring strategies. You can create advertisement or your own page to post specific job vacancies. Facebook Marketplace let the users to

post ad for specific categories like jobs, sale, housing, etc.

Moreover, Facebook now allow websites to integrate it

into their own blogs or website with the view to

enhance network. Facebook has also launched few

Apps like BeKnown (networking tool), BranchOut

(networking tool), Inside Job (networking tool, add jobs

to page), LinkUp (add jobs to your page), Work With

Us by Jobvite (add jobs to your page)

As per the DigitalInsights, Number of Facebook users

alone in India is over 100 million. In view of such an elevated user rate for Facebook, Organizations can

seriously think of introducing the same as one of the

potential recruitment source. Few of the obvious benefits are attracting larger pool of candidate, ease of

access, faster and shorter response time and cost effectiveness.

To sum up as rightly said by Michael Specht, Industry

blogger, Social Media is NOT a Recruitment Strategy on its own. The key is to understand where the talent hangs out online and then develop a strategy to engage

with them on their terms

S

Vol. 1, No. 2, July 18, 2014

MAGNUS 2014