How the Globalizing World is Leveraging Social Media for Recruiting
JasonKim 270005N6MX Visits (1042)
Companies and relevant authorities! Are you looking to improve your recruiting efforts? Maybe even reach a more diverse group of individuals who are more than qualified for your job opening? Well, look no further. I have provided a critical recommendation that will aid you in your search for the crème de la crème, and it will be much easier, quicker, and more informative than the traditional recruiting formula.
What is it about social media that has the entire world’s population so riled up? It is the idea of “mass collaboration,” described by many social media experts as the inclusion and involvement of large numbers of people working together on a particular venture. Many companies have already integrated this social networking foundation into its core business processes. Let’s take a look at UNIX, an open source software provided to any organization as a free operating system. What’s even more special about this OS is its use of “mass collaboration” by allowing any user to edit and ultimately enhance the functionality of the software. It is no wonder that most large public companies have implemented this system to run and hold much of their data and online networking.
But how can this concept of “mass collaboration” and social networking be applied to companies’ recruiting efforts? Before I give you my suggestion, I want to run through one example that highlights my answer. First, we have to understand the globalizing impact that social media is having on the recruitment process. Let’s take a look at China and its largest social media platform, Sina Corp.’s Weibo. Used by over 300 million people and a rate of over 25 million blogs per day, Weibo opened its online resources to Deloitte Touche Tohmatsu Ltd., an public accounting and consulting firm, and hosted a “virtual office tour” on Weibo’s main career page. Similar to a video game, users can traverse the tour and visit local Deloitte offices in Beijing, Shanghai, and Hong Kong. According to the Wall Street Journal, “the effort is designed to create a community of potential candidates and build relationships.”
But this was an understatement. As of August 2012, approximately 17,000 users have taken this online tour, and “other Deloitte member firms around the world now plan to adopt similar [social media] approaches.” It isn’t just Deloitte that is using more social media in recruiting efforts; on a global scale, companies around the world are implementing social media into their recruiting processes, and “an annual global survey of HR professionals… indicated that 46% of respondents feel that social media sites are effective tools for recruiting and reaching quality candidates.
These statistics are just a few examples of social media’s impact on the global recruitment process. So, here is my suggestion to the western companies: create partnerships with social media platforms to develop spaces for online recruiting efforts. This does not mean that it is sufficient to simply create a Facebook event and send an invite to everyone on your friends list. I am suggesting companies to invest in our popular platforms to develop an official hub dedicated solely to recruiting. Facebook and Twitter are direct counterparts to Weibo, and the case study has already been done. Why not implement a similar online approach to popular western platforms as well?
Here’s another interesting example of social media recruiting in China. Last year, Sina’s Weibo launched a particular initiative for potential recruits and jobseekers to post “micro-resumes” on a particular portion of the website. This submission includes “the person’s brief profile and description of skills and aspirations, within 140 Chinese characters.” Lenovo, one of the largest information technology and electronics companies in the world, completed an entire recruiting process with Weibo’s micro-resumes, which led to several new hires.
It is no news that the world is globalizing, and at an extremely rapid rate. In order for any organization to be successful, they need to look beyond the scope of national borders to find new avenues for profit and business expansion. But globalization is and should not be solely limited to a company’s profit margin; rather, it should encompass all avenues of its corporate strategy, largely including recruiting talented employees. Human capital and intangible resources, such as creativity and intellect, are becoming a much more vital part of a company’s success. With this in mind, recruiting becomes an essential part of a company’s strategic strengthening.
Take a look at China’s rapid growth and progressive intellectual capacity. Their society has adopted social media as another viable channel for recruiting, and it has proven to be largely successful. If western companies are ready to not move away from traditional recruiting efforts, but create a new avenue for the recruitment process, then I believe those same companies will be able to tap into the most diverse and intellectual groups of talent that have been fundamentally unavailable before the age of social media.