ICIMS, a software company specializing in applicant tracking systems, has released their “2015 Job Seekers Get Social” report, detailing how social networks are playing a role in the recruiting and hiring process. Information contained in social networks such as LinkedIn, Google+, and Facebook is being used to populate data within online job applications.
Job seekers use their social networks to find job opportunities, research companies, share job openings with friends and get feedback from current and former employees regarding the inside intel on organizations they are considering working for.
According to the survey, 3.3 million applications were submitted online in 2015. Sixty-one percent (61%) of these applications came via LinkedIn, 22% came through Google+ and 17% were populated using Facebook. Fifty-seven percent (57%) of all job seekers surveyed indicated they rely on social media at least once a month to research possible employers.
Of the industry verticals included in the survey, job openings in Information Technology, Construction, and Leisure & Hospitality received the highest number of online applications via social networks. Public Administration, Financial Services, and Education & Health Services received the smallest number of online job applications fed by social networks.
Employers who do not fully embrace the potential effect of social networks on the recruiting and hiring process in today’s job market run the risk of losing out to their competitors when it comes to attracting top talent. By allowing job seekers to apply with their LinkedIn, Google+, or Facebook accounts, companies can offer candidates a quick and easy way to express interest in open jobs, protecting recruiting investments, and boosting the candidate experience and talent pipeline.
Need help figuring out how to best use social media for your recruiting purposes? Reach out to our Advice & Resolution team.
CAI Advice & Resolution team member Renee Watkins is a seasoned HR professional with a diverse background in Human Resource. Renee provides CAI members with practical advice in a wide-range of human resource functions including conflict resolution, compliance and regulatory issues, and employee relations.