Employment exchanges, recruitment consultancies and classified advertisements are now passes. Hiring through social media is in vogue. Nearly 85% of Indians rely on social media to gather information on prospective employers.
Recruiters, today, realise the hollowness of the traditional methods of hiring which essentially rely on a series of boring questions. So, it was only a matter of time before social networks became an important source of filling job openings amid fierce talent competition.
“Social media is like a goldmine of information. In the future, it will not only emerge as a strong source for hiring but also serve to enhance the employer brand,”
Social media enables employees and employers to connect and communicate in a more cohesive manner. “Recruiting through social networking websites is more cost-effective compared to traditional forms of hiring that include placement consultants, posting advertisements in different forms of media and participation in job fairs.”
The most encouraging discovery is that almost 85% of employees in India use social networks to get information about organisational culture, reveals a job site survey. About 75% rely on this medium to stay updated on recent developments in their dream companies. LinkedIn remains the most preferred avenue for social recruitment, with over 87% companies depending on it. Facebook comes a distant second with 55% and is closely followed by Twitter with 47%, reveals the survey.
Placement Consultants act as middlemen that match a job vacancy with the right candidate. Their services are availed by both companies having job openings and job seekers looking for employment.
Consultant’s role from employer’s perspective:
Companies seek the help of placement consultants as and when there is a job opening. Consultants maintain a database of job seekers looking for employment and scan through it to search for the right candidate; online job portals are another source for headhunting resumes that match with the job profile in question. Placement consultants conduct the initial screening of candidate profiles and even schedule interview with the company.
Consultant’s role from job seeker’s perspective:
The interaction between consultant and job seeker may initiate in two ways: either by the placement consultant as mentioned above or by the job seeker who registers himself/herself with the placement firm. Placement agencies can increase the chances of a candidate of coming in contact with the right companies (that hold vacancies in the desired sector and candidate’s level of experience).
How to identify a good consultant?
• Good communication and inter-personal skills.
• Gauges potential candidate’s suitability for particular job role.
• Puts forth the requirements and job responsibilities along with terms of employment clearly at the initial stages itself.
• Follows up with the candidate subsequently regarding the progress of hiring process at interview rounds with the company and once placed too.