Originally published on 3rd of September 2017.

Even the most experienced experts in human resources management acknowledge that HR continues to be about relationships rather than programs and a deep understanding of the business.

One of the most important steps of HR is recruitment, which literally means the methodology to select the most suitable people into certain positions in your organisation. (Remember, it’s the “most suitable”, not “the best possible”, although many HR people still get confused between the two definitions, and many candidates still try to prove themselves as “the best” candidate instead of “the most suitable” one.) Although it seems that no department in your business is more “human” than HR department, nothing is able to resist the formidable power of digitalisation, including HR itself.

With the birth of social channels such as Facebook and LinkedIn and the development of applicant tracking systems (ATS), HR in general and recruitment in particular has been gradually transformed to eliminate time, cost and labour as low and precise as possible. After few decades, E-Recruitment, also called social recruiting, has showed a huge jump and proved its outstanding effects and outcomes in comparison with traditional recruitment. Here below are 9 reasons why!

digitaalinen portfoolio voi olla tärkein tapasi erottua massasta

1. Making Human Resources Human Again, Digitally:

Social recruiting has a major advantage over traditional recruiting: it’s more human. Compared to the “post a job; wait for hundreds of resumes; let ATS filter through keywords; never get back to anyone” process many use today, social recruiting is a transparent, active approach where only the best candidates are sourced. In addition, recruiters can determine first impressions and cultural fit — even perform a bit of a background check — before approaching the candidate.

— Mark Babbitt, YouTern

2. Ability to Connect with Top Talent Now

Social recruiting has made it possible to interact directly with job candidates. These days, the best candidates are easily found online — and recruiters can weed out job seekers who are not a match for the position in a simpler way. Use social media outlets to find recommendations from previous employers can save you time you might have spent contacting references and former employers.

— Sudy Bharadwaj, Jackalope Jobs

3. Leads to Better Connections Faster

In the traditional hiring process, it could be several rounds of resume reviews and phone screens before applicants and employers got to really connect on a personal level. Thanks to social media and video interviews, this connection is happening more instantaneously and with less time wasted. Now employers can see if a candidate will be a good match for the company sooner, helping both job seekers and hiring managers save valuable time and resources in the search for the perfect fit.

— Josh Tolan, Spark Hire

4. Make Your Job Openings Go Viral

The prime advantage of social recruiting vs. traditional recruiting is that social recruiting allows your job openings to have viral qualities. Viral qualities can include the language of your job description, the visuals you use, engaging or funny videos, and social connectability features. You can’t use any of these tools with traditional recruiting — and why wouldn’t you want to?

— Rob Kelly, Ongig

5. Helps You Get to Know More About the Candidate Than Just What’s on Paper

While social recruiting does have it’s challenges (it’s a legal compliance nightmare if done incorrectly), it helps you learn more about a person and their demeanor. Social recruiting lets you engage with candidates and assess not just their skills but their personality and ability to fit with the culture of your organization.

— Joey Price, Jumpstart:HR

6. Discovering Candidates Who Want to Be Discovered

Companies are increasingly using social recruiting to source candidates for employment, as well as to investigate applicants they are considering hiring. It’s important to be aware of how to use social media to recruit to discover candidates that have positioned themselves to be discovered. Social recruiting allows you to see how the candidate represents themselves and what companies they are connected with.

— Elizabeth Moffitt, Christopher Quinn Group

7. Allows Recruiters to Connect With Talent in a More Informal, Engaging Manner

Social recruiting allows talent acquisition professionals to engage with a community of talent in a more informal, engaging manner versus “We’re hiring, you’re great, let’s talk.”  Ultimately, what we’re trying to do is initiate a dialogue and information exchange with people — and social channels are an excellent way for this to happen.

— Larry Jacobson, Vistaprint

8. Relationship-Driven Connections

Social recruiting supports the development and maintenance of relationships that can reach far beyond the immediate hiring need. By connecting and interacting with candidates through social channels, recruiters are able to create real connections and build relationships with interested individuals. You never know who may turn into a great new hire in the future!

— Dave Tighe, Head2Head

9. Availability of Relevant Candidate Data

The combination of the quantity and quality of relevant candidate data in social networks is a game changer. Social connections are now mapped out in a way that makes it possible for employers to supercharge the referral process like never before. Employees don’t have to conjure up candidates – social networks can present quality referrals with a single click.

— Ziv Eliraz, Zao