INFOGRAPHIC: Jobvite Examines The State Of Social Recruiting

LinkedIn is still the social network most used by recruiters to find and monitor potential job candidates, but Facebook and Twitter are used more often by employers seeking to showcase their brands, according to the results of the sixth annual Social Recruiting Survey from social recruiting platform Jobvite.

Jobvite surveyed more than 1,600 recruiting and human resources professionals and found that:

  • 94 percent of respondents use social recruiting, up from 78 percent in 2008, the survey’s first year.
  • 60 percent estimated the value of their social media hires at more than $20,000 per year, and 20 percent pegged that value at more than $90,000 annually.
  • LinkedIn is used by 93 percent of recruiters to search for potential candidates, contact them, and keep tabs on them throughout the hiring process.
  • When it comes to employers showcasing their brands, Facebook was tops at 65 percent, followed by Twitter at 47 percent.
  • 25 percent of respondents said they use Facebook to vet candidates after the interview process, while 18 percent used Twitter for the same purpose.
  • One out of three recruiters said social media recruiting improved both the quantity and quality of job candidates.
  • 42 percent of respondents have changed their decisions on potential candidates based on content in their social media profiles, with illegal drugs (83 percent), sexual posts (70 percent), and profanity (65 percent) drawing the most negative reactions.
  • References to guns triggered negative reactions by 50 percent of recruiters.
  • Politics tend to not be a factor, as 65 percent of respondents claimed to be neutral toward political posts.

Jobvite President and CEO Dan Finnigan said in a release announcing the study:

It’s no longer a question of, “Are recruiters using social media?’” It’s a question of how. We’ve seen a significant jump in social media engagement over the years. In 2013, it’s a given. Companies are ready and willing to pay for the best talent, and now they’re looking for ways to optimize spend on their recruiting programs to find those people. Social recruiting provides a way to quickly and easily find those “under-the-radar” candidates — people who might not be actively looking for a role, but who are a perfect fit for open positions at your company. This data speaks to the power of social recruiting, and it is exciting to think about what’s on the horizon.

Readers: How involved have you been on either side of the social recruiting spectrum?

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