Social Media is an Essential Platform for Hiring Decision

July 7, 20211:57 pm2588 views
Social Media is an Essential Platform for Hiring Decision
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This article is a guest post.

The social media platform is known as a convenient place for people to connect and express themselves online. Social media has become an inseparable part of our lives, as its functions go beyond communication purposes. Modern organizations today are embracing digital transformation characterized by digitally interrelated and rationalized networks.

Moving away from the traditional way of manual operations, social media has become a tremendous tool for sourcing and hiring the best candidates. Based on research conducted by Statista (2015), one in every four people in the world owns a Facebook account. Thus, it is undeniable fact that social media is a crucial key to fulfill their own hiring purpose or as a source of immense information. In this article, we’ll discuss the essentials of social media as a platform for hiring decisions and some ways you can connect with talented people online.

How essential is social media in the hiring process?

In the past, a candidate background check was usually limited to references and credit investigation or drug examination. Nowadays, the increases in social media networks have presented another dimension to the hiring process. Since social media has become a crucial tool to evaluate candidates, employers need to clarify policies they will implement to ensure reliability in the hiring process.

According to Reputation Management Study (2018) by MRINetwork, approximately half (48%) of candidates aware that their social media existence is crucial or very important to potential employers. As Patrick Convery, marketing manager for MRINetwork mentioned, “The candidates are alert that employers can now explore information about them prior to meeting with them or contacting them, as employers in current trends are identifying candidates who have the necessary skills and personalities that will be advantageous to their organizations’.’

See also: 3 in 4 Singaporeans Accept Second-choice Job Offers Due to Slow Hiring Decision

Here is some importance of utilizing social media in your hiring efforts:

  • Beyond the resume – An interview is not sufficient for getting to know a potential candidate. Definitely, a resume can provide needed information about the interviewee but you will never know if the candidate really shows their true colors. Social media such as Facebook and Twitter can give a hint about how the candidate represents themselves beyond their resume and cover letter. By checking a candidate’s profile on social media, it reveals a certain degree of individual professionalism through comments and posts.
  • Decrease hiring time – Utilizing social media in recruitment can help organizations reduce the time to hire. This can be done through social media hiring campaigns which assist employers to interact with potential candidates at a better and faster pace. Conversely, candidates can provide their response immediately, which develops an interactive two-way relationship. Job vacancies can also be filled quickly as the acceptance percentage is higher among applicants who have similar interests, values, or work styles aligned with the goal of the company.
  • Reduce costs and improve Return on Investment – Hiring or sourcing candidates through social media platforms is less expensive compared to traditional ways of methods such as advertising in newspapers, broadcast media, or job fairs. According to, Nessler (2014) stated that cost per hire has been reduced vastly by 70% due to lack of travel costs and also decline time taken for employers in the hiring process by nearly 60%.

Precisely, there are many advantages and importance of social media for hiring decision of companies. In fact, employers just have to identify the best way to use them effectively. Integrating social media into hiring strategy will contribute to the success of company to overcome the hurdles which occur during the hiring process.

Read also: Can You Trust Your “Gut Feeling” When It Comes to Making Hiring Decisions?

Author bio

Dr. Kamalesh Ravesangar is a Lecturer with over seven years of experience in teaching Certificate, Diplomas, Degree, and MBA students from various social and cultural backgrounds at private colleges and universities. Currently, she works as Head of Programme (HRM) and Lecturer at Albukhary International University in Malaysia. 

She has a total of three years of experience in industries related to education, manufacturing, recruitment, and engineering. A subject matter expert in human resource management, human resource development, management, and organizational behavior studies. She holds a Ph.D. (doctorate) and a Master’s degree in Organisational Behavior and Human Resource Management.

Connect with her on LinkedIn.

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