Selection Process

Tips for headhunting on social media

Social media has revolutionized the way people interact, both personally and professionally, publicly and privately. This has led to the emergence of many new possibilities for relationship models.

In the digital era, we need to be where our users are, so if people are communicating via social media, companies and organizations should have a presence there too.

In the human resources sector, as in many others, we’re taking advantage of the opportunities that online platforms and professional networks have to offer, in order to share job openings and streamline the management of selection processes.

Headhunting, or executive search, is more complex than traditional selection. There are several key points to consider, which suppose both advantages and disadvantages. These are summarized below:

●      Executive search does not use the Internet as a virtual bulletin board because it isn’t publicized. The recruiter is the one who turns the data into useful information.

●      Confidentiality is essential in headhunting. For that reason, our activity on social media (such as making initial contact) must follow strict protocols to ensure discretion for both the client and the candidates.

●      Access to countless CVs and LinkedIn or Twitter profiles doesn’t simply mean it’s easier to find what we’re looking for. Instead, it requires processes and techniques for filtering information and creating a list of potential candidates.

●      Users tend to project the best image of themselves on the Internet, and it doesn’t always correspond to reality. It’s important to keep this possible distortion in mind in the early stages of the selection process, but people’s online activity is an extension of their profile that must also be taken into account. It may demonstrate the talent and skills that are being sought.

●      Many companies are carrying out the search themselves in order to cut costs and shorten the process. We’re just a click away from connecting with professionals in specific sectors, but identifying candidates is not the most critical part of the process; what’s more important is evaluating skills and analyzing the suitability of the profile for the position to be filled.

●      A network of face-to-face contacts remains fundamental to getting the best sense of a market. Recommendations and confirmed references are still our most valuable tools.

●      There are programs that use algorithms and artificial intelligence to evaluate a user’s personality based on their social media activity. They’re still far from surpassing the results of interviews with specialists, but it’s important to be aware of developments in this area.

●      Not all talent can be found online. Many people don’t have digital profiles, whether it’s because they don’t know about them or due to a lack of interest. However, they could be the people who best suit the company’s needs.

Ultimately, it’s very important to stay up to date on Internet trends, because new solutions are always arising that can make the process more successful. Social media provides an advantage in terms of making contact and identifying potential profiles, while also providing further elements to evaluate. However, the most important part of the process still takes place in person, in references, interviews, and competency tests. This is the only way to establish an open and honest dialogue and ensure that the final candidates are those best suited to the position.

  • Executive search
  • Headhunting
  • Reclutamiento 2.0
  • Social Media
Susana Rosello Directora de Selección Nacional