Générez 5x plus de candidats qualifiés
On average around the world, Internet users have 7.6 social media accounts. And yet, do recruiters consult these profiles during the recruitment process? Do candidates share their social accounts with recruiters?
Most of the time, recruiters rely on resume data to sort candidates. But A candidate's resume only reveals a tiny part of their potential when it is not enough to make a decision in the context of recruitment.
Data: to target and meet expectations
Marketers have come up with lots of ways to gather and make the best use of data accessible on social networks. They retrieve information through forms, on landing pages or via online advertising.
Data is collected, aggregated, analyzed, and then used in various ways by businesses to:
1. Predict which is likely to interest the target.
2. Adapt their marketing campaigns to specific segments.
3. Improving the user experience without having to conduct surveys or studies.
4. Develop new services and products likely to interest their targets.
Let's take the example ofamazon, this e-commerce giant has implemented one of the most optimized data management in the world. But how do they do it? First, they collect behavioral information, such as how long you spend on a page, the content of the videos you watch, and your name, or address. Then, they use this data to show you product recommendations, to forecast sales, and to shorten delivery times.
Obviously, we are not all amazon, with astronomical amounts of data at your fingertips. However, at any level it is possible to Take advantage of data with the right tools, the right skills, and a bit of planning
Recruiting in the age of data: how to use it?
Does using consumer data in marketing processes seem obvious to you? So why not do the same with your recruitments?
The use of social data will allow you to improve the performance of your recruitments:
1. By freeing up your time
Thanks to some recruitment software, ATS or CRM, you can automatically update the data collected in your database. By automatically collecting data, you can focus on tasks that require human contact, such as face-to-face interviews.
2. By allowing you to target qualified candidates
Social networks are a valuable resource for recruit quickly the experienced talent your organization needs. For example, the software Seeqle allows you, thanks to the analysis of social data, to broadcast your job offers via online advertising, to hyper-targeted passive and active candidates. In this way, you only receive qualified applications, directly on your ATS.
3. By personalizing your content
Surely you won't be able to reach the same level of content personalization as big brands., but you can easily gather valuable information. For example, you can get a much better response from candidates simply by adding a few personal details, such as the first name of your interlocutor, or by using candidate behavior on your site. quarries to trigger targeted action.
Is the use of data an ethical problem?
The social data that you will recover thanks to these inbound recruiting techniques are valuable resources for optimizing your recruitments. But you must be careful not to go beyond the stage of invading the candidate's privacy, under the pretext of wanting to offer them a better application experience.
However, privacy isn't the only issue with using candidate data for recruitment purposes. In January 2016, the Journal of Management published a study onImpact of social networks during recruitment processes. Unsurprisingly, the study revealed that we all have a lot of unconscious biases when evaluating candidate profiles on social media. This can range from negatively impacting candidates who don't have enough details on their Facebook pages, to unwitting judgment about things that have nothing to do with the job they're applying for.
If there is no scientific way - and unbiased - to use social media data to assess candidates, then our personal preferences will inevitably play a role in the selection process, even if we are very careful. It is a natural thing and extremely difficult to correct.
Also to read: How to recruit ethically with Artificial Intelligence?
Just because information is public doesn't mean it can be used indiscriminately, so make sure your tools and processes are compliant and seek candidate consent when you need it.
Finally, social data in recruitment can bring a lot of added value to processes and help companies and candidates meet each other more easily 🏃
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