Advantages and Disadvantages of Using Twitter to Find an Employee

Twitter has taken the recruitment world by storm. Not only is it a job seekers ‘to-go’ resource for job hunting, socializing and networking, but it is now favored by recruiters from all over the world who need to source candidates for specific jobs. Some of the best candidates for a job may be looking for a vacancy, but when approached, they would happily consider a move to a new job; it is therefore important that recruiters target not just the candidates who apply for the job, but also those who did not.

Advantages of using Twitter to find a prospective employee

  • Twitter allows 24/7 access which means that recruiters can check Twitter for candidate sourcing purposes any time and any day they choose
  • Twitter is a FREE social networking platform which means recruiters will save considerably on job posting and advertising costs
  • Most individuals have a Twitter account which means recruiters have greater access to a wider pool of qualified candidates
  • Recruiters can follow certain employees to learn more about them and observe them in a more informal and relaxed environment. By doing this, recruiters can quickly ascertain whether the individual is the right type of person for the job
  • Twitter is a personal social networking site and this enables recruiters to identify whether the individual has the right cultural fit for the organization  before wasting time in calling them in for an interview
  • Some vacancies can be filled without the need to hold a formal interview; simply by talking to a candidate via Twitter, you can hire a new recruit for FREE!

Disadvantages of using Twitter to find a prospective employee

  • Due to the fact that Twitter is a personal networking site, individuals may not appreciate being followed or contacted by you as a recruiter through such a medium. LinkedIn is often the preferred choice for many candidates
  • Judging individuals by how they act on Twitter is not a true reflection of how they may act as an employee and so it is unfair to judge them on their Twitter activity alone
  • If you are a professional recruiter and you are recruiting for an executive level position, Twitter is not the most appropriate medium to approach prospective candidates
  • Some clients will request that you do not source employees for them through Twitter
  • Sourcing candidates and communicating through Twitter creates a distance between the recruiter and the candidate which can cause issues later on down the line
  • Individuals who are approached via Twitter regarding vacancies have no loyalty to the recruiter and as such, may state they are interested but then fail to turn up to an interview