The impact of social networks on recruitment in France

The emergence of the internet, especially social networks, has revolutionized the recruitment system. Candidates are increasingly attracted to these new tools. And yet, in terms of efficiency, it is still the old methods that work best.

 

Social networks and HR

According to the results of the 5th Edhec/JobTeaser study, the growing trend in the use of social networks for professional purposes has been confirmed. Of the 1,300 people surveyed, 35% responded that they had already consulted a job offer via Facebook while 30% had landed on a recruiter’s website via social networks.

 

Information sources more than applications

Even if the use of social networks in the field of HR is progressing, it is used more to provide information and stay up to date rather than applying for jobs. Only 11 people surveyed out of 100 claimed to have applied for a job via social networks.

 

And Twitter ?

The role of Twitter is even more derisory with less than half of those surveyed having a twitter account compared to 90% having an account on LinkedIn. This is further highlighted by the fact that only 2% of all job applications received come from this platform.

 

LinkedIn, the essential social network

Unlike Twitter, LinkedIn is essential in recruiting. From the first year onwards, students from the trade and engineering departments regularly consult offers and apply via this network. Recruiters are using it more and more to spot young talent. Approximately 52% of all recent graduates were contacted on LinkedIn.

 

Old methods still the best?

Despite the dazzling rise of social networks, including LinkedIn, only 14% of young people managed to find a job via this platform. The classic method of advertisements on job boards, boast an efficiency rate of 42% compared to 41% for recruitment through friends or relatives, dwarfing the number of people finding jobs via social networks.