Hir­ing via so­cial me­dia in­creases

China Daily (Hong Kong) - - BUSI­NESS - By ZHOU WENT­ING in Shang­hai zhouwent­ing@ chi­nadaily.com.cn

So­cial me­dia plat­forms are be­com­ing pre­ferred and ef­fec­tive chan­nels for re­cruit­ment in the Chi­nese main­land, ac­cord­ing to LinkedIn Corp, a US-based, Mi­crosoft Corp-con­trolled pro­fes­sional on­line net­work­ing site with more than 500 mil­lion users world­wide.

LinkedIn made the ob­ser­va­tion at a sem­i­nar with hu­man re­sources ex­ec­u­tives from more than 50 lo­cal and for­eign com­pa­nies on Fri­day.

“We found that the sup­ply-de­mand re­la­tion­ship of tal­ent has changed. In the past, peo­ple looked for jobs but now en­ter­prises have to re­sort to ev­ery con­ceiv­able means to scram­ble for tal­ent, es­pe­cially in the highly com­pet­i­tive in­dus­tries such as au­to­mo­bile and the in­ter­net,” said Chen Ting, di­rec­tor of B2B mar­ket­ing and mar­ket­ing op­er­a­tions, LinkedIn China.

Cai Yan­fang, tal­ent brand­ing di­rec­tor of Didi Chux­ing, China’s largest ride-shar­ing ser­vice, said the com­pany found more than two in three job­seek­ers use so­cial me­dia.

In ad­di­tion to ap­ply­ing for jobs on­line, job­seek­ers use on­line so­cial me­dia to re­search the lat­est de­vel­op­ments in the em­ploy­ment mar­ket and rep­u­ta­tion of prospec­tive em­ploy­ers.

“The tra­di­tional method of a com­pany ac­cess­ing heaps of re­sumes (from head­hunters) in search of the right can­di­date has be­come out­dated. Nowa­days, com­pa­nies take the ini­tia­tive to at­tract the right tal­ent. So, they build the

We found that the sup­ply-de­mand re­la­tion­ship of tal­ent has changed.” Chen Ting, di­rec­tor of B2B mar­ket­ing and mar­ket­ing op­er­a­tions, LinkedIn China

em­ployer brand on so­cial me­dia and then find their po­ten­tial can­di­dates through such chan­nels,” Cai said.

Chen said lat­est sta­tis­tics showed that in 2014 more than 10,000 China-based en­ter­prises es­tab­lished a home page on LinkedIn, where users can know more about the com­pany con­cerned, its man­age­ment team, va­can­cies, and views of em­ploy­ees and clients.

“We of­ten see that job­seek­ers com­mu­ni­cate with cur­rent and ex-em­ploy­ees for in­sights and ad­vice. That’s the unique ad­van­tage of so­cial plat­forms,” Chen said.

She also said com­pa­nies show­case their dis­tinct fea­tures through care­fully pre­sented con­tent on such so­cial plat­forms.

For ex­am­ple, on Unilever’s LinkedIn home page, they list no­table ex-em­ploy­ees in ad­di­tion to cur­rent staff.

“It shows the open­ness of the com­pany. For job­seek­ers, they’ ll know dif­fer­ent cor­po­rate cul­tures through such in­for­ma­tion and also see how the for­mer em­ploy­ees are far­ing af­ter they leave the com­pany,” Chen said.

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