Perhaps your law firm or corporate legal department is unsure whether it should begin using social media sites to recruit candidates. Or, maybe your company is using social media recruiting and it’s pondering whether it should continue to do so. No matter the exact location you lie on within the social media recruiting spectrum, some recent statistics might influence your current hiring strategies.
What the Stats Say
Employer Use of Social Media
- According to Career Builder, 52 percent of employers now use social media networking sites as part of their recruiting process.
- The same source tells us this figure is up 13 percent in a mere two years.
- Thomas Oppong, of All Top Start-Ups, informs that the social networks recruiters use to find talent include: LinkedIn (94 percent), Facebook (66 percent), Twitter (52 percent), Google+ (21 percent), Web feed (20 percent) and YouTube (15 percent).
- According to a 2016 survey conducted by the Society for Human Resource Management (SHRM), 82 percent of respondents reported using social media to recruit managers. The survey also found that 87 percent of respondents stated they recruited other salaried employees using social media platforms.
Candidate Use of Social Media
- According to CareerArc, 79 percent of candidates use social media channels in their job search.
- Glassdoor adds that this percentage increases to 86 percent for younger candidates in the first 10 years of their careers.
- Also according to Glassdoor, about 1 in 5 candidates have applied for a job they learned about through social media.
- About 28 percent of candidates, again as told by Glassdoor, have used a smartphone as part of a job search. This percentage jumps to 53 percent for those job seekers 18 to 29 years old.
The above provide clear indications that employers and candidates alike continue to view social media as a favorable method to either recruit candidates or find a job. For employers, this means, if you haven’t already, you should include social media recruiting strategies within your hiring plans. For candidates, keep researching and following employers on social media platforms to learn of new work opportunities.
A Quick Tip for Employers
LAW DAWGS goes well beyond the mere act of reporting information and statistics. We are about solving problems and finding solutions. We, therefore, can’t just lay out some stats without providing law firms and corporate legal departments with a solid practice tip.
Just a moment ago, we advised legal candidates to continue using social media channels to learn of new jobs. Now, while this is true, employers should never limit their social media content to job posts. Diversity is your goal.
A firm’s social media content should notify candidates on new job opportunities, but it must also inform, encourage, lure and educate. This is best accomplished by posting (or tweeting) on a wide range of issues that are important to a company or at least of interest to it. Varied social media content will show candidates what it’s like to work in your particular business culture; and hopefully, that culture will encourage them to apply for new jobs.
LAW DAWGS always finds ways to raise the bar in legal and corporate staffing. Please contact us with any questions on staffing a position or finding a new work opportunity. Let’s do this now and let’s do it together!