My views on Social Recruiting in India – quoted in ET
“Up to 2% of hiring takes place using social networking platforms but this figure will jump to 10-20% in a few years,” says Gautam Ghosh , product evangelist at Qontext , a technology product firm. FMCG, MBA-driven industries such as marketing and finance have latched on to social networking for recruitment but the picture is set to change as more industries join in.
“The opportunities are there for you to explore and it goes both ways for the employer and employee. I prefer using social networking to posting my CV on a zillion job sites and getting job alerts for jobs I didn’t even apply for,” says Harsh Natekar, who got his big break in an IT firm through Facebook. He had put up a status message saying he had quit and was looking for a change.
A leading IT company messaged him on Facebook to forward his CV, and there was no looking back. Natekar says he gave first preference to traditional hiring methods, like applying through job sites and newspaper classifieds, but after securing a job via Facebook he does recommend it to others. “You just have to be tactful how you proceed after you have got a response. In my case, I wasn’t casual about the need for a new job. My friend posted my status message on the Facebook wall of the IT firm and tagged me. I got a response from them in a day,” he says.
E Balaji, MD & CEO, Ma Foi Randstad says a job seeker can secure employment through multiple channels such as job fairs, online job sites, campus recruitments and so on. Not everyone is on Facebook, LinkedIn or Twitter. The wider you spread your search, the better your chances are of getting hired. The trend of recruitment through social networking is mainly for junior and mid-management levels, observes Balaji.
Not all industries go online to look for potential employees. Industries such as manufacturing, oil and gas, pharmaceuticals and so on prefer traditional methods of hiring because they require different skill sets.
For jobs in the realm of media, technology, writing, producing and the like, the talent pool is online, says Gautam Ghosh, product evangelist at Qontext, a technology product firm. “Though traditional ways of hiring will exist for a long time to come, third party recruiters are hopping onto the social networking bandwagon to get the best of talent there exists,” he adds. Nirja Ghosh, got her job as an India correspondent for mactrast.com, a Mac-based website, through Twitter.
The editor, Cormac Moylan, posted a vacancy, and Nirja followed up with an email and Skype conversations. She got the job, a website password and an appointment letter. The whole recruitment process was done online. Not once did they meet in person. Moylan is Irish and most of the writers are American; Ghosh is the lone Indian.
Social networking soon will be an indispensable part of the hiring process. It is cheap, does not require setting up of an office, saves on finances and is prompt and efficient, says Qontext’s Ghosh. “Many start-ups are using social networking tools to hire. For them money is dear and going viral online with job vacancies helps them utilise the finances in building the company,” says Pradeep Chopra, CEO of digital marketing training company Digital Vidya.
So I was asked by the ET journalist on how much people are hiring via facebook and Twitter