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Social recruiting (social hiring or social media recruitment) is recruiting candidates by using social platforms as talent databases or for advertising. Social recruiting uses social media proles, blogs, and other Internet sites to nd information on candidates.[1] It also uses
social media to advertise jobs either through HR vendors
or through crowdsourcing where job seekers and others
share job openings within their online social networks.
[3] New Survey Introduces Tool to Measure Employers Social Media Reach.
[4] Talent Management Suites, Market Realities, Implementation Experiences and Vendor Proles (2008)
[6] http://www.businessinsider.com/
social-media-engagement-statistics-2013-12
[7] Colao,
J.J.
Forbes
http://www.
forbes.com/sites/jjcolao/2013/07/02/
who-would-recruit-on-facebook-try-pepsi-gap-aig-and-oracle/.
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The social recruitment software market (a form of erecruitment) is often included in the wider talent management software sector. Bersin & Associates valued the
wider talent management market at over $2bn in 2007.[4]
Social recruitment increasingly sits at an intersection of
a number of fast-moving areas including social networking, recruitment and now cloud computing. Additionally,
mobile recruiting has become another hot topic, especially with the rise in tablet and smartphone usage.
In 2012, there was a rise of tech companies using social
recruiting applications to nd and screen applicants.[5] As
more companies saw value in lling jobs by putting them
on the social platforms where millions of people spend at
least 37 minutes daily,[6] there developed a much larger
focus on social recruiting among the talent acquisition
community. By mid-2013, many major enterprise companies such as Pepsi, Gap, AIG, and Oracle had begun
eectively utilizing social recruiting software, making it
clear that large corporations were open to automating or
streamlining (and ultimately investing in) their social recruiting processes.[7]
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