Reboot Hiring

7The Hiring Benefits of Getting Social

An attitude of “I don't do social media” creates problems when you are hiring for your team. It isn't a valid excuse, nor a reason to skip this chapter, because though you may not “do” social media, 93.5% of internet users do.¹ Missing or poorly completed profiles hinder the attraction and retention of employees and even clients. (It might be limiting your career, too!)

In fact, in a recent LinkedIn poll, 89% of respondents said that before an interview, they find and look at the managers' profiles themselves, 3% receive it from the recruiter, and 1% look at profiles on other sites.² So, I hope to persuade you to ‘do social media’ a little better.

Don't worry; I don't want you to be the next TikTok influencer or spend hours daily immersed in Instagram! But I do recommend fixing some basics, making a tiny effort, and reading about managers and leaders who have used their social channels for hiring.

It Goes Both Ways

Recruiting in a talent‐scarce industry, South African Sourcer and Trainer Vanessa Raath shared that candidates hesitate when the future manager doesn't have an online presence. ‘They have choice, and it takes undue effort to persuade these candidates to continue because it can seem like the managers are not proud to work at their company. Not having a LinkedIn profile might be OK at a company with a desirable employer brand, but for most companies, it is only damaging.’ She added, ‘Insisting that your employees anonymise ...