Recruitment Doesn't (Yet) Go Through Social Networks
7 January 2014
Read by 2734 persons
In the Maghreb, job boards are by far the most popular method for finding jobs, both for candidates and recruiters. The growth of social media use in employment and recruitment is not happening as one might think!
Even in France, the online recruitment revolution hasn't happened yet: only 8% of French recruiters use professional social networks to find candidates. This is according to Viadeo, in a survey conducted by the Harris Institute for the group and the Association of Communication Consulting Agencies for Employment (ACCE). The study reveals a gap between the practices of rather cautious companies and an increasing number of candidates who trust these new tools.
Candidates Convinced...
A quarter of the 600 active people surveyed - and up to two-thirds of executives - rely on LinkedIn or Viadeo, either to do "monitoring" in their sector, or to find offers and apply. The typical user profile: a 35-year-old executive from the Paris region, with at least a Bac+2 degree.
Among the main uses, respondents cite as a priority the fact of soliciting or accepting connection requests. Next comes consulting and updating their profile, then searching for potentially interesting contacts.
...But Skeptical Recruiters
HR managers don't show the same enthusiasm. Of the 401 business leaders or human resources managers surveyed, only 26% are registered on a professional social network, 21% use them, and less than 10% have already completed a recruitment through them. They enjoy a worse image than APEC, recruitment firms and "job boards".
How to explain this caution? Recruiting on social networks requires a change in the posture of companies, underlined Didier Pitelet, president of the ACCE, during the presentation of the study. "They must not just advertise there or identify candidates," he explained, "but rather create trusting relationships within a network and animate this community, without expecting an immediate return on investment."
Employee Ambassadors
Companies must also trust their employees to become online "ambassadors" and thus create a spirit of cooptation. "It is necessary to encourage employees to create profiles and develop their own network to gradually generate useful contacts and unsolicited applications," says Didier Pitelet. This is not a self-evident recommendation: encouraging employees to appear on "pro" social networks means accepting that they may one day leave...
Due to "ideological barriers", employers also hesitate to let their employees express themselves outside the usual communication channels. "There is still some evangelization work to be done with companies," concluded Olivier Fécherolle, general manager France of Viadeo. A sign of hope for social networks: recruiters who already use them are more convinced than others and plan to make them their "future" third recruitment channel, after word-of-mouth and Pôle Emploi.
Lexpress.fr
Posted online January 7, 2014.
The ReKrute.com Team
Even in France, the online recruitment revolution hasn't happened yet: only 8% of French recruiters use professional social networks to find candidates. This is according to Viadeo, in a survey conducted by the Harris Institute for the group and the Association of Communication Consulting Agencies for Employment (ACCE). The study reveals a gap between the practices of rather cautious companies and an increasing number of candidates who trust these new tools.
Candidates Convinced...
A quarter of the 600 active people surveyed - and up to two-thirds of executives - rely on LinkedIn or Viadeo, either to do "monitoring" in their sector, or to find offers and apply. The typical user profile: a 35-year-old executive from the Paris region, with at least a Bac+2 degree.
Among the main uses, respondents cite as a priority the fact of soliciting or accepting connection requests. Next comes consulting and updating their profile, then searching for potentially interesting contacts.
...But Skeptical Recruiters
HR managers don't show the same enthusiasm. Of the 401 business leaders or human resources managers surveyed, only 26% are registered on a professional social network, 21% use them, and less than 10% have already completed a recruitment through them. They enjoy a worse image than APEC, recruitment firms and "job boards".
How to explain this caution? Recruiting on social networks requires a change in the posture of companies, underlined Didier Pitelet, president of the ACCE, during the presentation of the study. "They must not just advertise there or identify candidates," he explained, "but rather create trusting relationships within a network and animate this community, without expecting an immediate return on investment."
Employee Ambassadors
Companies must also trust their employees to become online "ambassadors" and thus create a spirit of cooptation. "It is necessary to encourage employees to create profiles and develop their own network to gradually generate useful contacts and unsolicited applications," says Didier Pitelet. This is not a self-evident recommendation: encouraging employees to appear on "pro" social networks means accepting that they may one day leave...
Due to "ideological barriers", employers also hesitate to let their employees express themselves outside the usual communication channels. "There is still some evangelization work to be done with companies," concluded Olivier Fécherolle, general manager France of Viadeo. A sign of hope for social networks: recruiters who already use them are more convinced than others and plan to make them their "future" third recruitment channel, after word-of-mouth and Pôle Emploi.
Lexpress.fr
Posted online January 7, 2014.
The ReKrute.com Team
