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The Impact of Social Media on Comms Hiring Practices

The Impact of Social Media on Comms Hiring Practices

The recruitment industry has transformed dramatically over the past decades, driven by the expansion of social media platforms. In the communications field, where staying current with trends and technology is crucial, the role of social media in hiring practices has become paramount. This blog explores how social media is reshaping the way recruiters connect with top talent in the communications sector.

Expanding the talent pool

One of the most profound impacts of social media on hiring practices is the expansion of the talent pool. Traditional recruitment methods, such as job postings on company websites or online job boards, often limited recruiters to candidates actively seeking new opportunities. However, social media platforms like LinkedIn, Twitter, and even Instagram have broken down geographical barriers, allowing recruiters to reach a global audience. This expanded reach is particularly beneficial in the communications field, where diverse perspectives and experiences can enhance creativity and effectiveness.

Enhanced candidate screening

Social media profiles provide a more comprehensive view of potential candidates beyond what is typically found in a CV or cover letter. Recruiters can gain insights into a candidate's professional history, skills, endorsements, and even their personal brand. Candidates can also add examples of real work and full portfolios, which add additional perspective on skills and experience. For communications roles, which often require strong personal branding and social media savvy, these platforms are a goldmine of information. Reviewing a candidate’s online presence can help assess their suitability for roles that demand creativity, strategic thinking, and digital proficiency.

Active and passive talent acquisition

Social media has revolutionised both active and passive recruiting. Recruiters can post job openings on various platforms, reaching active job seekers efficiently. More importantly, social media enables the identification and engagement of passive candidates – those who are not actively looking for a job but might be open to new opportunities. By following industry influencers, joining relevant groups, and participating in discussions, recruiters can build relationships with top talent over time, creating a pipeline of candidates who might not be reachable through traditional methods.

Enhancing employee value proposition

In the communications field, attracting top talent often hinges on the strength of the employer brand. Social media is ideal for showcasing company culture, values, and successes. Recruiters can share behind-the-scenes content, employee testimonials, and company achievements to create a compelling narrative about what makes their organisation a great place to work. A strong social media presence can act as a shop window for top communications professionals who value a positive and dynamic work environment, enhancing the company's employee value proposition.

Real-time engagement and networking

The spontaneity of social media allows for real-time engagement and networking. Recruiters can participate in industry conversations, attend virtual events, and join professional groups, all from their social media accounts. This active participation helps recruiters stay up to date with industry trends and connect with potential candidates in a more informal and interactive setting. For the communications field, where networking and staying current are critical, this real-time engagement is invaluable.

Utilising specialised platforms

While LinkedIn remains the preferred platform for professional networking, other social media platforms also play significant roles in communications hiring practices. Twitter, for example, is a hub for industry news and discussions, making it an excellent place to spot emerging talent and thought leaders. Instagram and Pinterest can be useful for roles that require visual communication skills, as they allow candidates to showcase their creativity and design capabilities.

Data-driven recruitment

Social media platforms provide access to a plethora of high-value data that can enhance recruitment strategies. Analytics tools allow recruiters to track engagement with job postings, analyse the effectiveness of different content types, and understand the demographics of their audience. This data-driven approach enables more targeted and efficient recruitment efforts, ensuring that job postings reach the most relevant candidates.

Seven key benefits of social media in hiring

The impact of social media on comms hiring practices is as significant as it is multifaceted because it:

1. Expands the talent pool

2. Enhances candidate screening

3. Facilitates both active and passive talent acquisition

4. Builds employer brands

5. Enables real-time engagement and networking

6. Leverages specialised platforms

7. Supports data-driven recruitment strategies

Social recruitment is here to stay

As the communications field continues to evolve, staying adept at using social media for recruitment will be essential for connecting with top talent and maintaining a competitive edge.

For more insights into effective recruitment strategies or to explore how we can help you find the best communications professionals, contact Tom Brockton at EMR.

Email: tom.brockton@emr.co.uk

T: 020 7850 6200 | DD: 020 7850 6139


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