Keep your professional networking profile updated

Keep your professional networking profile updated

Though online recruitment portals and employee referrals are the preferred recruitment channels, organisations are invariably leveraging professional networks to review candidate profiles and support recruitment cycle for niche profiles. Candidates need to take note of this trend.
We live in the age of virtual social networks where most of us – especially the Gen Y – have an active profile on more than one social network – either professional or personal or both.
Social media networks are not just places to network and chat casually. They are increasingly emerging as personal branding tools for individuals which contribute in building their complete virtual personalities, reflecting their interests, ideologies, personal aspirations, professional specialisations and more.
Social networking for a job seeker
For job seekers, irrespective of the number of years of experience, building their own personal brand via professional social networks is emerging as a necessity to differentiate themselves from their competitors floating in the large job-seeker pool.
When it comes to hiring, it is common practice for recruitment heads to use social media as a supporting tool in the whole process of sourcing candidates. For example, when the recruitment heads receive profiles of shortlisted candidates, they try to gauge their potential by scanning through the recommendations they have received from industry leaders and peers on their respective professional social network profiles.
How professional networks are supporting recruitment cycles
Experts say that though social media may emerge as a supporting channel facilitating capture of niche talent, it might not surface as the only means for sourcing candidates.
This is corroborated by a recent TimesJobs.com survey which highlighted recent trends reflecting the most preferred recruitment channels of Indian businesses. The survey brought out that the most preferred methods for sourcing candidates in India are online job portals (55%) and referrals fromcompany employees (33%).
Only less than 9 per cent hiring across the surveyed companies happened via social media hiring channels. These organisations leverage professional social networks for mainly three reasons:

• Assessing personality: Once the applicants are shortlisted using traditional recruitment channels, hirers use social networks to get a deeper understanding of the applicant’s overall personality which might not be reflecting in the formal resume

• Hire niche talent who are passive job-seekers: The second reason is to tap the niche talent who are domain specialists. Such professionals might not at that point in time be actively looking for a job. Hence, they are unregistered with online job portals and not discoverable to the employer. Intel is one such company which is using professional social network for this. Preethi Madappa, director – HR, Intel South Asia said, “At Intel, the professional social networks have enabled us to reach out to potential candidates who are armed with certain critical skills.”

• Enmeshing professional networks with contests to tap talent: The basic concept of professional social network is also being increasingly interwoven with online contests aimed at testing the skills of interested candidates. This is emerging as a focused approach to reach out to the required target candidate profiles. “Today, the professional social networks are being explored by many companies to crowd source profiles and procure CV’s through contests and seminar platforms,” said Richa Pande, VP & Head – Human Resources, Ramco Systems.

 

 

 

 

 

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