Three Biggest Social Media Recruiting Mistakes That You Should Avoid at Any Cost

Social Media Mistake

In recent years, the vast stretch of social media has transformed the way we do businesses. From generating sales, managing clients to creating huge databases, it has facilitated many managerial roles. For HR professionals, it has proven to be a powerful tool for attracting high-quality talent and recruiting them. They are using various platforms, such as LinkedIn, Facebook, and Twitter to advertise job openings and communicate with interested candidates. It won’t be untrue to say that hiring via social media is an amazing way to engage both active and passive job-seekers. But it still presents many challenges in view of the fact that all your competitive counterparts are looking to poach high performers and influencers more than ever before. Keeping this competitive scenario in mind, it’s crucial for businesses to come up with a strategic and well-organized recruiting plan before jumping into the game. Otherwise, they might make some dreadful mistakes which may cost money, the company’s reputation, and ultimately, the opportunity to reach top recruits. In this blog, we’ve broken down the three biggest social recruiting mistakes that you might be making and suggested the best way to avoid them. Take a look:

  1. Not making an authentic connection

Anyone who is trying the hand at media recruiting is competing with a vast community of global leaders. Thus, it’s important to fight for a place in professionals’ home feed. But that’s not enough to make them tick for your job opening and get them hired. At this point, you need to understand that in this talent-oriented world, candidates have become equivalent to consumers. Thus, you need to develop a competitive advantage that will motivate professionals to join your company. The biggest mistake that most HR managers make during social media recruitment is that they only rely on the use of social feeds and do not make any effort to connect with prospective talent. This might result in getting a few applications, but in long run, it’s not going to bear any fruit. But again focusing only on posting ads, might upset the candidates and they may block your social media posts. Well, your success as a social recruiter lies in making authentic connections; instead of just broadcasting open roles. So, try to open up a dialogue or start a new relationship with the target group of individuals. When doing so, avoid sending a generic message to everyone; rather, establish a one-on-one connection. This will certainly develop a positive impression on the candidate’s mind and they are more likely to apply down the line.

  1. Not having good content to share

Social recruiting is a time-consuming process, so it’s important to keep the candidates engaged. In this context, you cannot compromise on posting regular, high-quality content to your social media channels. Publishing relevant and appealing feeds can help you attract a broad audience of relevant candidates and achieve real results. When used correctly, they can highlight your company culture, engage users and promote your employer brand.

 On the other hand, sharing fake or misleading content can have a devastating impact on your company’s reputation. Thus, having an effective content strategy is inevitable. Here are a few major considerations in this regard:

  • There are certain questions in mind of every candidate who is looking forward to applying in your company. You can post some informative content illustrating day-to-day life at your company. It will help them gauge the company culture.
  • Try sharing a mixture of infographics and videos. Think about the kinds of content that would appeal to the candidates you’re trying to attract, and share it from your social channels to build a following of relevant talent.

Content sharing can let your prospective candidates know that there is a real face behind the social profiles. This will, in turn, encourage them to take a look into your employer brand.

  1. Focusing on quantity not quality

Some HR specialists use consistent videos and content posting as a way to stand out to candidates. They try to block out competitors in individuals’ home feed and stay in their mind. But this strategy won’t work unless they have an original and well-written content to churn out. In case the quality of content is not up to the mark, then you are putting your employer reputation at stake. Thus, it’s more effective to post less to your social media profiles, but that should create a good impression of your company. Thus, before you share anything, ask yourself: “Is this something that I would like reading, commenting on, reading or share on social media?” Remember a high-quality post will significantly increase your company’s social reach, and introduce you to new candidates.

These were only a handful of mistakes that you might commit while social media recruiting and there are a lot more in the list that our highly-proficient engineers can help you analyze. But most importantly, we would like to tell you that a lot of success in social recruiting comes down to being responsive. So, carve out time each and every day to react and respond to queries, opportunities, and interests as they arise. If you can’t make this commitment, there’s a real danger that your social recruiting activities backfire on you. On a final note, we suggest you arm yourself with the latest HR recruiting software to simplify the entire process and hunt the best talent for your company.

Artificial Intelligence(AI) & Human resources

Human Resource

The Artificial Intelligence(AI) technology helps the HR to place people in jobs rather than make them redundant. The concept is though scary for few people as they believe after watching some fiction movies that AI would take over the human race. The idea to bring AI in Human Resource is not to replace humans from their job but to give them a tool to help them achieve their goals faster and with more accuracy.

AI is beneficial to the HR in a lot of ways. We will discuss a few out here for our better understanding:

  • Talent Requisition: There is a lot of stress on the HR team and leadership to evaluate a lot of data and then select the most eligible candidates for the requirement. When AI is used in such situations the time and effort are saved to a large extent. A talent requisition software can read, scan and evaluate the candidates and almost immediately analyze and give out the list of eligible hires. This process helps the HR team focus now on a smaller group rather than go through the humungous task of evaluating each candidate themselves.


  •   Orientation: A major concern for the HR team after selecting and getting the candidates onboard is that how they can be physically available for every query that a candidate might have. The employees might feel lost and left out when they enter a new organization and have no one to talk to, to understand the office policies and work ethics and values. The AI can handle such situations as a piece of cake and the new hires would also not feel left out.


  • Tutelage (Process Training): Mostly companies keep updating their software’s for the employees but the problem arises when all of them have to learn it together. There are different situations which can affect this training like an employee being absent that day due to which he needs to reschedule the training for the next time, in such scenarios it is difficult for the HR to keep a track of each individual and reschedule the session. AI eliminates many levels of hindrances and can successfully plan and coordinate the training session successfully.


  •  Analysis Report: All companies follow an annual performance analysis report which helps in promotions of the employees. The AI can help in this situation as it would keep a track of the performance all year long which would make the task easier in the end. The question of being biased doesn’t arise as it might happen if a human is handling this process. The big question is to be able to analyze the productivity of an employee and the AI monitors their behavior and indicates their performance areas.


  •    Retain: Attrition is a major concern in all companies and after a person quits the place the company incurs a huge loss as they have spent a good amount on hiring, training, transport, infrastructure etc. Though the solution to this occurrence is AI as it can analyze and predict the requirements of the members and prepare a detailed report regarding the same. Hence, giving the HR time to discuss the individuals’ dissatisfaction towards work and be proactive and solve the problem even before it eventuates.


  •  Conclusion: We need to include technology if we want to improve and enhance the skills of the employees and help our organization grow faster.

“Warp speed developments in technology – automation, artificial intelligence, and the arrival of the sharing economy – are transforming how we work. Beyond technology, traditional working patterns are also being disrupted by changes in society, organizations and workforce management, leading to the rise of a more independent and dispersed workforce.” (Alain Dehaze)




Hello, My Name is- Bad Hire!

Today, when I reached the office, and turn on my laptop for work, I found something interesting. No, it was not Christmas wishes. It was a pop-up with a smiling emoji along with a note’ “Hello you, my name is Bad Hire”. I got stuck and for the next five minutes, I was in deep thought thinking about what it was. ‘A bad hire’ what was it really mean? After a little research, I got the answer.

Well, the answer was quite shocking. The pop-up actually was a warning about the bad hiring I had made. This was something which makes me think what were the reasons and why I hired some bad guys in my company. When I do a little more research on this I felt relaxed because I was not alone on the boat. According to research, 74 percent of employers have hired wrong candidates for a position.

Now the question is, what are the reasons behind it? What makes it for a bad hiring? Here I would like to explain some of the reasons for that shocking message.

Reason #1: I only focused on skills, not on attitude

This was one of the greatest mistakes I was making. I always checked candidates who possessed great skills and knowledge. For me, this was the first and foremost priority. But later, I came to know there is a more important factor apart from skills and that is the candidate’s attitude. No matter, how good he/she is in a job if one possess a bad attitude then the knowledge is of no use. In simple words, attitude and behavior of the candidates’ matters a lot.

Analyzing technical skills and knowledge while interviewing candidate is easy but knowing his attitude and behavior is very difficult. And perhaps, this was the reason why I always missed to check a candidate’s attitude. I know,  you are eager to know what makes it possible for me to troubleshoot this problem. Let me explain,  there is a tool called self-assessment tool which makes it possible. I hope few of you are already aware of it. It is an AI-based pre-assessment tool which gives recruiters complete insights of candidates by analyzing their skills, behavior, and work-ethics before calling them for an interview. Isn’t it great to know about candidates before interviewing them? Definitely, it is.

Reason #2: The candidate lied about his talent

This was another reason why I failed in good hiring. I believed in what candidates’ resume says. I never tried to analyze the truth. Well, not everyone is going to be honest while compiling a resume. There is a lot of lies in it. Before going to call them for an interview, take some time and verify the information they have mentioned in the resume. Make sure they are as qualified as their resumes reflect. Verify their college, address, professional certifications and everything which is possible.

Reason #3: I forget about social media

Social media has a great power. Apart from making social connections,  it helps you to build your marketing strategies and carry your business in forwarding path (if use it wisely). Now you are thinking, Okay! it is good to know social media helps in building a business but how it will help me in hiring good candidates, right?  It can tell you lot about the candidates if you check their profiles. Many big companies are doing this, they check candidates’ connections, what they are posting and sharing etc. and based on this research they make a report of a candidate. This is a great way to know about the candidates’ nature, attitude, and their thoughts on different matters. Believe me, it is really an interesting way of analyzing candidates.

Reason #4: I hired friends and family

It is good to promote your friends and family members but at the same time, it will cost you a lot. During the struggling days of my business, I need help and support and I reflexively hired my friends and cousins. I also gave them respective positions regardless of their qualification. This was the beginning of my bad hiring.  But it was too late when I understood the things. I am not saying hiring friends and known ones is a bad practice but only hire them if they possess the required skills. Otherwise, say a ‘Big No” to them. Let them make their face it doesn’t matter, after all, it is your business, it is you who has to suffer.

So, friends, this is my story and I don’t want anyone to face the same situation I faced. Always try to hire the best. Analyze their skills and knowledge and at the same time their attitude and behavior. Always remember, you can improve candidates’ skill but changing their attitude is very difficult.  Saves yourself from a cheering pop up from a ‘Bad Hire’.

Share your story in the comment box.





Psycho analysis software for recruitment


Cognitive thinking of an individual is the deciding factor of the outcome of the situation that they are in, be it professional or personal. In today’s age, the race is more for saving time and getting the best resources available in the market for the growth of the company.

The major problem arises due to the pool of applications that come on a daily basis and then the HR need to filter out the best according to the requirement. The applicants have various different means to look for work due to the internet age that they are in but the HR is still not that updated with the new technological era.

The psychological analysis software tool not only saves time but also is able to get the target employee in the easiest most efficient way possible till date.  The tools are designed to find the right data based on the candidates’ job search and preferences.

In a one on one interview, the HR is in the dominant position where there is a fraught with problems of subjectivity, judgmental issues. The comparison is between a software specially designed to filter prospective employees and that of a human analysis.

Humans interactions can be biased due to several external and internal factors and the outcome could vary because of which the company might suffer by losing a suitable candidate.

The best way to improve HR efficiency is by giving them the right tools to work with, which are in accordance to the present day scenario.  Technology is the new mantra in today’s time and as they say, need is the mother of all inventions, it is high time HR departments update their hiring process by using recruitment software’s to be more efficient and thereby save a lot of time and money in the process.