If you are looking for a job, in addition to visiting an employment office, switch on your computer and update your social profiles because receiving a job offer may depend on taking such steps. Internet has revolutionized how people communicate and it is not surprising that its importance is increasing in the field of relations between workers and employers. A study by the Adecco Foundation, ‘Seeking employment and digital reputation in the 3.0 era’, asserts that over half of all personnel recruitment activities in 2013 were based on the Internet (53%) and that the percentage expected for 2014 will continue to grow (61%). In fact, according to this report, “social networks are the digital tool that is expected to register the highest rate of use by the staff recruitment sector in 2014”.
In order to conduct this study, which was supported by the Catholic University of Milan, Adecco surveyed over 17,000 job seekers and 1,500 recruitment officers in 24 countries. The data reveals that five out of ten unemployed people use social networks to look for jobs, while seven out of ten recruitment officers use the Internet for daily human resources related activities.
Spain, above the average
Spain is the country that most uses the Net, with 69% of users – fourteen points higher than the world average – a percentage that increases to 76% among people under 33 years of age. Linkedin is the most widely used tool by the Spanish when it comes to finding employment, as stated by 64.1% of respondents; Twitter comes second (19.5%) and Facebook third (11.3%). Another interesting fact about the Adecco survey reveals that 32.6% of candidates who submit their resumes via social networks (71.1% do) are called by recruitment officers. Furthermore, the defining factor regarding the use of these digital tools is academic qualifications; graduates are significantly more active than non-graduates and there is a greater presence of women than men.
The report also reaches other conclusions related to the work of HR experts. For example, approximately one third of them admitted having rejected potential candidates because of the information, images or content posted on their profiles. Comments posted on the Net that point to the participation in activities that may violate the rules of the workplace have a negative impact.
Recruitment officers also stress that the most attractive elements on candidates’ profiles include previous professional experience, followed by professional awards and distinctions obtained – often overlooked by candidates – and perceptions related to personality traits.
