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Online Recruiting Vs Social Networking
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By Natasha
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Online Recruiting Vs Social Networking
Online Recruiting Vs Social Networking
Thanks to the multitude of social networking sites on the Internet today, recruitment companies no longer have to find new ways of recruiting candidates online. Instead of only limiting themselves to posting job announcements on their web pages and other career sites, companies now have other options that are more appealing and eye-catching to Generation Y.
For the most part, these new online recruiting ideas play a pivotal role in the recruitment process. With younger candidates preferring to use the Internet to source out jobs, companies will find that newer and better options for attracting the right employees will continue to emerge.
Social networking sites are now providing employers with the ability to connect with highly-qualified candidates on a higher, more personal level. These sites are all a good way for employers to locate passive jobseekers that form a valuable part of the job market and that are many a times hard to reach.
Online Recruitment Sites Vs Social Networking Sites
The most frequently asked questions these days are whether social networking sites are as effective as online recruitment sites. Many recruiters believe that social networking sites differ from online recruitment sites in the spectrum of skills and levels that they each cater to. Both these types of sites have well-defined and well-demarcated solutions for users and thus the effectiveness of one over the other cannot be clearly generalized. The key benefit of any social networking site would have to be credibility, sin
ce users will be able to better view public endorsements by former business partners and colleagues that are available for all to see on the person's profile.
On the other hand, some recruiters beg to differ saying that social networking sites can be used by recruiters to contact those jobseekers that are not very active and those who do not put their resumes up on job sites. But all in all, getting senior profiles through social networking sites is a lot more difficult. Very few senior executives use social networking sites, since these sites are mostly accessed by younger people, making it beneficial for IT and BPO companies that are constantly on the look out for younger talent.
Additionally, tools like location required, job preference etc, that are available on online recruitment sites are generally not found on social networking sites. In the long run, online social networking sites will emerge to be a key differentiator in the job market. With a minimal registration fee, all jobseekers can gain access to many of the job portals online. The very ability to tap passive candidates through the Internet is an art and social networking sites have proved to be a boon in this sphere.
To conclude, most online recruitment sites have a much larger quantity of jobs posted on the site than social networking sites have. On the other hand, networking sites like LinkedIn, Facebook, Twitter, etc. have a larger candidate database, and the contextual information that can be retrieved from a candidate are definitely better on the social networking front. That leaves us back to whether online recruitment sites are better than social networking sites. Or could it be the other way around?
Thanks to the multitude of social networking sites on the Internet today, recruitment companies no longer have to find new ways of recruiting candidates online. Instead of only limiting themselves to posting job announcements on their web pages and other career sites, companies now have other options that are more appealing and eye-catching to Generation Y.
For the most part, these new online recruiting ideas play a pivotal role in the recruitment process. With younger candidates preferring to use the Internet to source out jobs, companies will find that newer and better options for attracting the right employees will continue to emerge.
Social networking sites are now providing employers with the ability to connect with highly-qualified candidates on a higher, more personal level. These sites are all a good way for employers to locate passive jobseekers that form a valuable part of the job market and that are many a times hard to reach.
Online Recruitment Sites Vs Social Networking Sites
The most frequently asked questions these days are whether social networking sites are as effective as online recruitment sites. Many recruiters believe that social networking sites differ from online recruitment sites in the spectrum of skills and levels that they each cater to. Both these types of sites have well-defined and well-demarcated solutions for users and thus the effectiveness of one over the other cannot be clearly generalized. The key benefit of any social networking site would have to be credibility, sin
On the other hand, some recruiters beg to differ saying that social networking sites can be used by recruiters to contact those jobseekers that are not very active and those who do not put their resumes up on job sites. But all in all, getting senior profiles through social networking sites is a lot more difficult. Very few senior executives use social networking sites, since these sites are mostly accessed by younger people, making it beneficial for IT and BPO companies that are constantly on the look out for younger talent.
Additionally, tools like location required, job preference etc, that are available on online recruitment sites are generally not found on social networking sites. In the long run, online social networking sites will emerge to be a key differentiator in the job market. With a minimal registration fee, all jobseekers can gain access to many of the job portals online. The very ability to tap passive candidates through the Internet is an art and social networking sites have proved to be a boon in this sphere.
To conclude, most online recruitment sites have a much larger quantity of jobs posted on the site than social networking sites have. On the other hand, networking sites like LinkedIn, Facebook, Twitter, etc. have a larger candidate database, and the contextual information that can be retrieved from a candidate are definitely better on the social networking front. That leaves us back to whether online recruitment sites are better than social networking sites. Or could it be the other way around?
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