Advantages and disadvantages for recruitment

Choosing the most effective recruiting tool for companies can be a challenge. In a digitized world where online presence is critical, social media recruiting and job boards compete for recruiting favor. But which method is better for successfully recruiting new candidates? In this article, we examine the pros and cons of both approaches, and conclude when which method is better and why. We take a closer look at the success factors and strategies for maximizing job ad visibility and attracting the perfect candidates.

At the beginning, however, it is important to clarify what both methods actually involve.

What is social media recruiting?

The core of social media recruiting is to build a strong online presence to attract and engage directly with potential candidates. Targeted use of social media features such as ad placement, targeted search and network building can reach a broad audience. The most commonly used social media platforms in recruiting are LinkedIn, Facebook and Instagram.

‍

What are job boards?

Recruiting through job boards refers to the use of specialized online platforms such as Monster, Indeed, StepStone or LinkedIn Jobs to post open job ads and attract applicants. The core of this method is to increase the reach and visibility of job ads by presenting them on a platform where job seekers can actively search for suitable jobs. Job boards usually offer functions for filtering and sorting job ads to enable applicants to efficiently search for suitable positions.

‍

Advantages and disadvantages of social media recruiting

Let's now turn our attention to the specific advantages and disadvantages of social media recruiting and recruiting with job boards:

‍

Advantages of Social Media Recruiting for Recruitment

The main advantage of attracting applicants on social media is that they can be sourced from within the target group without having to conduct extensive analyses and research. By publicizing on social platforms, it is possible to passively reach candidates and position oneself as an attractive employer within a very short time. By making the data available within the accounts, suitable candidates can be selected and addressed in a targeted manner. There is also the possibility of the viral effect, which leads to a higher range. The keyword here is "word-of-mouth" (mouth-to-mouth communication) in the electronic sense. In addition, the results of social media activity can be measured in detail and better decisions can be made as a result.

Disadvantages of Social Media Recruiting for Recruitment

Just as recruiting on social media brings its advantages, disadvantages also emerge. These extend, for example, to identifying a suitable platform if the target group is not yet clearly defined or there is a need for action. This is associated with long processes. It must also be considered whether the target group is represented on the social medium and is open to being contacted by companies. Compared to a simple job posting via a job board, responsibility must also be clarified, as well as the release of content. Time-consuming is also the conception of the right approach to the target group. Is the target group more creative or do they want to be addressed personally and directly? If the company has made a mistake, it is not uncommon to feel the negative effects of damage to its image.

‍

What to do to prevent the disadvantages of social media recruiting?

As the previous paragraph makes clear, a comprehensive target group analysis is the key to success. If you know your target group, then you know what to do. You know how to address people, how they want to be addressed and how to avoid consequences such as image damage or deterrence.

An editorial plan can help ensure structure for the right actions in social media recruiting and help candidates notice that you are actively working to attract them to you.

Clear responsibilities and a set budget create a solid foundation for successful recruitment through social media.

‍

Advantages and disadvantages of recruiting with job boards

Let's now shed some light on the other side: recruiting through job boards.

‍

Advantages of job boards in recruitment

On the contrarian side lies recruitment by traditional method: the job board. Job boards allow employers to publish their job advertisements on the Internet. A distinction is made between a generalist and special form of websites. The generalist website makes no reference to relevance to specific industries or positions and therefore, in addition to a wide range of job advertisements, also has a wide reach. The specialized website offers an overview of job vacancies, aimed at a specific target group.

An advantage here is the filtering system, which allows the candidate to get to your company according to preferences. Of importance here are largely the industry, competence and location. By entering personal data and creating a candidate profile with associated contact details, candidates can be included in the candidate pool and recruited as required. Comparatively, job boards perform much better in terms of cost than the creation of sponsored ads on social media.

‍

Disadvantages of job boards in recruitment

A disadvantage is the lack of company awareness. Compared to social media, word-of-mouth communication is completely absent, as no communication is carried out with the candidate until he or she actively applies via the job board. Likewise, it is becoming increasingly common to apply for jobs on platforms such as LinkedIn, which could make job boards redundant in the future. The competition factor also plays an important role in job boards and can be a decisive factor for success.

In addition, job boards in most cases offer a great restriction in the presentation of one's own company specifically the corporate culture or the working environment. As a result, potential candidates gain less insight into the company and may not apply for precisely these reasons.

It is important to note that these disadvantages do not necessarily apply to all job boards and may depend on various factors such as the platform chosen and the specific job posting.

‍

Which is better? Recruiting via job boards or via social media?

So, in conclusion, we can draw the following conclusions:

Due to the individuality, the possibility of free design of the content and the large mass of potential candidates that are reached, social media recruiting is suitable for companies that:

• have standardized jobs to fill (since there is little realignment to specific areas of expertise)
• Have a strong online presence
• Place value on the company's own presentation

Due to the targeted search for jobs and the high visibility on specialized platforms, recruiting via job boards is suitable for companies that:

• have many different positions to fill
• Search for professionals
• Have little social media presence

‍

Conclusion:

The choice between social media recruiting and job boards for recruiting depends on a company's individual needs and goals. Both methods have advantages and disadvantages that should be considered when making a decision. An integrated strategy that utilizes both social media recruiting and job boards can result in a broader reach, a wider selection of candidates and more effective recruitment. When making this decision, it is important to consider the specific needs of the company, the target audience, and the resources available. Selecting the optimal recruitment tool can have a critical impact on recruitment success.

‍

Sources:

Social Media Recruiting - Advantages, Tips and Best Practices (personia.de)
15 Job Boards in Comparison - Advantages & Differences (die-bewerbungsschreiber.de)

Images:

Pexels.com