28 October 2016
Caleb Baker of Alexander Mann Solutions says social media provides a channel for recruiters to meet jobseekers. Photo: EJ Insight
Caleb Baker of Alexander Mann Solutions says social media provides a channel for recruiters to meet jobseekers. Photo: EJ Insight

Jobseekers to see more opportunities on social media, poll shows

Jobseekers can expect to find more employment opportunities on social media as recruiters are increasingly using this channel to acquire talents, a recent survey shows.

“In the past we used paper advertisement, but now social media provides the same function in a more efficient way,” said Caleb Baker, managing director for Asia-Pacific and emerging markets at Alexander Mann Solutions, a global provider of talent acquisition and management services.

“Taking part in social media is important for human resource companies,” Baker told a press briefing. “Functions such as push-content and chat platforms provide them with a medium to meet lots of jobseekers.”

According to a recent survey, internal referrals are still used by 80 percent of human resources companies, following by social media at 78 percent and paid job boards at 76 percent.

The survey, compiled by Intuit Research, interviewed 159 human resources executives across different sectors in Australia, mainland China, Hong Kong, and Singapore earlier this year.

Given the rising number of users on sites such as LinkedIn and Facebook, it is no surprise that social media is seen as an effective tool for sourcing talent both locally and regionally.

The rising use of social media for recruitment also results from the fact that recruiters now face fewer restrictions when using non-professional social media platforms to look for talent.

Only 13 percent of recruiters said they encountered restrictions on the use of social media in their office, the survey shows.

Around 95 percent of the respondents use online job listing boards while 87 percent are also avid users of social media and professional networking tools to acquire talents.

In Hong Kong, is the top talent acquisition software, used by 85 percent of the respondents, followed by LinkedIn (74 percent), university job boards (46 percent) and (23 percent).

In Singapore, is the most popular talent acquisition software, used by 79 percent of the respondents, followed by (66 percent), (28 percent) and university job boards (26 percent).

Also, mobile technologies are perceived to be the key emerging technology in talent acquisition, Baker said.

About 79 percent of the respondents believe that mobile technologies such as smartphone apps will lead the way for talent acquisitions in the future.

As such, recruiters should establish talent acquisition channels through mobile apps, he said.

Nine out of 10 job seekers will use their mobile devices to search for jobs in the next 12 months but only 20 percent of employers offer a mobile optimized careers site, Baker said, citing research by Glassdoor Economic Research and LinkedIn.

As technologies evolve, jobseekers may have to take a look at new ways of pre-hire assessment.

Based on the survey, the top three pre-hire assessment tools used by human resources executives are structured interviews (75 percent), personality tests (61 percent) and general cognitive ability tests (53 percent).

“Those tests give an overview of whether a jobseeker’s value and culture fit into the company,” Baker said. “Skills can be taught, but what’s inside the employee drives the key hire requirement of any company.”

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Intern reporter at EJ Insight

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