Social Media: Finding Profiles That Classic Tools Miss

Sites like LinkedIn are important HR tools where companies can find rare profiles. They are key search channels for filling positions, but don't replace traditional recruitment methods. Companies can encourage their use for knowledge sharing and internal/external communication.

Social media is increasingly used for self-promotion, often to find jobs or business partners. However, users don't always pay attention to the personal information they share. To avoid negative consequences, precautions are necessary. The golden rule is to carefully manage your profile because potential recruiters are watching. Philipe Montant, CEO of Rekrute.com, explains how to master these tools.

1. Social media is revolutionizing recruitment. How do you analyze this phenomenon?
It's a trend, a shift from personal sites like Facebook to professional ones like Viadeo or LinkedIn. Initially, these networks connected managers from the same school or profession. Due to information technology development, they've expanded and become genuine recruitment tools. Sites like LinkedIn are important HR tools where companies can find rare profiles, hard to find with traditional methods. However, these tools aren't yet fully adapted to recruitment techniques.

2. Why this enthusiasm?
It's due to their low cost and ease of reaching internal and external audiences, including international ones. Today, direct or indirect employee referrals remain the most common method for companies to recruit. Social networks greatly contribute to this. They offer more than just networking; they also provide professional information.

3. Will they become indispensable?
I'd say they'll remain supplemental for recruiters. Traditional methods (press ads, recruitment agencies, job boards) will still be relevant; social media is a last resort, not the first reflex.

4. Do you use these sites to find candidates for your clients?
As a listed recruitment site, we use these networks to promote our site and attract candidates to our portal, and to find candidates for our clients. We don't do it specifically for one client, but for all.

5. Do Moroccan companies use them?
Some companies are on these professional sites. Unfortunately, services are often paid, and companies may lack international payment methods. They rely on local recruitment sites.

6. How can candidates benefit from these tools?
Precautions are necessary when promoting yourself on social media. The golden rule is to carefully manage your profile; be mindful of online information accessible to potential employers. Posting vacation photos on a professional site shows unprofessionalism. People often confuse private and professional spheres. These sites reveal information not found on a CV, such as discussions and ideas; present them well.

7. Are there risks for both candidates and companies?
Absolutely! A major risk for companies is internal communication deficits. Some companies have group pages where managers communicate, including about HR policies. However, everyone may not share the same view, potentially harming the company's image. Companies must educate employees on communication. Like with email, the democratization of these tools isn't easy. Rules and best practices are needed to avoid misuse by employees.
The same applies to blogs, internal chat, or intranet.

Published October 18, 2010

Posted online October 26, 2010

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