New Facebook Features Boost Hiring Outreach
Facebook recently amped up its job application capabilities—what does this mean for HR, recruiters, and applicants?
In terms of numbers, Facebook reports 1.23 billion daily active users. Without argument, user engagement on Facebook is unmatched. While using Facebook as a talent pool is not new, the social media channel now offers more features for those interested in finding or filling a job.
Overall, those features make it easier for employers in the United States and Canada to get the word out about open positions. Facebook makes it easier for businesses to post jobs, reply to postings, and interact quickly with applicants through Messenger. Potential employers can also pay fees to increase their posting prominence and reach.
For applicants, a new jobs bookmark on Facebook makes it a cinch to scroll through employment opportunities based on location, industry, and job type.
As you might expect, Facebook fine-tuned its interactivity, and can now push a lot more jobs into and through its platform for those looking.
Is this the end of LinkedIn?
The main discussion about the new Facebook features seems to be about how these new capabilities impact LinkedIn. While it is far too soon to predict how these two social networks will fare when the dust settles, it could turn out just fine for both.
Just as there are different social media channels, there are different types of open jobs. As a recruiter or hiring manger, it may turn out in time that different types of applicants pay attention to different channels.
In a piece on Quartz, the distinction is drawn between the types, and incomes, of people who report frequent use of social media like LinkedIn and Facebook. Again, Facebook overwhelmingly has the lead in terms of warm bodies, while LinkedIn has always sought to establish itself as a premier business networking site.
At present, LinkedIn earns revenue from employers and potential applicants paying for premium services to build and improve business connections. At first click, a LinkedIn profile offers a quick rundown on professional skills and experience. For professionals and job seekers, a carefully crafted LinkedIn profile can double as a resume. Posting rich media and linking to original content on LinkedIn also adds to a profile.
For HR managers working with Facebook, you can post your job, vet responses, and rapidly review the Facebook wall of your potential applicant (keeping in mind the applicant can elect what to share with prospective employers, as well as edit the auto-fill information on their profile).
While knowledge that Facebook content is, or can be made, publicly available is well-known, oftentimes Facebook users become comfortable within their community, and feel free to write and post content that they would otherwise not put in front of their current or future employers.
Easily reviewing social content of potential applicants is a boon for hiring managers and recruiters, but may come as a surprise to some Facebook users. Interestingly, these new agile features on Facebook may cause job-seeking applicants to scrub their pages, and be more cautious about content and photographs they post in the future.
Talent pools are an asset
There is always room for another talent pool. While Facebook may become a powerhouse source of professional talent at some point, right now it is a good source for volume, seasonal, hourly, and possibly contract labor. LinkedIn has its own niche, as do other recruiting sites and job boards.
For those involved in recruiting or hiring decisions, the new services Facebook features are not a game-changer for locating and cultivating highly skilled professional candidates. But one day, it could be. Right now, the job crowdsourcing and an easy application interface boosts engagement and helps you get your recruiting cycle underway.