According to a recent Facebook blog post, “Half of employers (50 percent) are using Facebook in their hiring process. A majority (54 percent) already using the social network anticipates Facebook becoming a more important part of the talent acquisition process in the near future.”
Job candidates are also infusing their job search with Facebook activity. In a recent study conducted jointly by Facebook and Carnegie-Mellon University, results revealed that job seekers with strong ties who shared private messages, commented on each others’ posts, or posted directly on each others’ walls found new jobs at a rate of 33.2 percent over the three months. Those with weak ties found jobs a fifth as often, at only a 6.5 percent rate.
This data suggests two things: The first is that we are hiring people who are spending a lot of time on social media. (Let’s hope they’re not doing it while on the job!) And second, Facebook is a powerful tool for active, hands-on users. Like job seekers, recruiters need to do more than just jump on to the Facebook wagon — they need to learn how to drive it and not to forget to use the phone along with it.
Sure, Facebook is an effective social media candidate screening tool. In fact, 37% of employers surveyed by CareerBuilder are using it to weed out candidates who display poor writing skills, discriminatory comments, or drug use. However, Facebook is also a vital online destination where potential employees can go to connect with your brand, see and share job posts with their contacts, and even respond directly to job ads.
Facebook is the future. Unlike LinkedIn, which has the oldest average user base of all social media sites — at 44.2 years of age — Facebook is where younger people hang out. And doesn’t it make sense to establish a rapport with today’s youth? After all, they are tomorrow’s talent pool.
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