The 6 questions you need to be asking about Facebook’s new job service, and what it means for LinkedIn.
by Heat Recruitment
The eternal social media arms race that is the Facebook vs Linkedin Vs Twitter continues this month. Just as LinkedIn gets an update adding an altogether more Facebook inspired interface, notifications and chat function, we get another curveball.
Facebook will be launching a new jobs function, allowing you to apply direct to jobs via a business’s page. This service is only being trialed in the US and Canada currently, but I can’t see Facebook not wanting to take as big a slice of the recruitment pie as possible in the long run.
Yeah you read that right, but what does it mean for LinkedIn, the go to social platform for professional networking and what does it mean for recruiters and businesses?
1. Do you actually want to send your new boss your Facebook profile?
A lot of people use both Facebook and LinkedIn as they fulfill different purposes. Does the convenience of applying for a job on a new platform overcome the fact that it links to a very personal and non-professional profile? Facebook will allow people to overwrite certain information when making an application, but the application will still be linked to your profile. This might lead to a greater volume of applications but would it ever lead to a higher quality of applicants. Will you have to filter your Facebook activity and police your unprofessional activity in case you need to apply for a job this week?
2. CVs are dead, long live the CV?
LinkedIn and maybe recruitment processes now rely more on the content of your profile and less on the content of your CV, so will Facebook jobs hammer another nail into the coffin the beloved CV? The content of a social media profile probably tells a recruiter or employer just as much about them as a candidate than the black and white text of their CV. So how much will this be a factor in the success of an application? Everything we do with a social media profile has a history and records engagement and interaction, we’ll have to wait and find out if we’re ready for this level of transparency and blurring of the line for personal and professional life’s that we lead.
3. What else can we expect to see from Facebook jobs?
If the initial roll out is a success, we are likely to quickly see an adoption of a host of additional functionality. Facebook’s search will likely adapt to searching for and by job titles, and with the new data available, Facebook ads could quickly be targeted by job search history. This ad targeting could allow an unprecedented amount of targeting. For example targeting a job listing to users with a specific job title, have a specific job search history and are already engaged with specific brand pages. Job ad sensory overload!
4. What does it mean for an employer?
With an increased transparency on a candidate’s social life and non-professional activity, this could allow for an all-new level of filtering and personal specification when it comes to finding new team members. At what point does an employer feel like they could be well represented by a candidate who’s personal life doesn’t match there brand values?
5. What does it mean for job boards?
Are job boards going to suffer most as Facebook jobs cut out the middle-person? Job boards might suffer if they don’t have a unique offering if compared with Facebook jobs, especially if user trends mean people start searching Facebook for jobs first, and search engines second. Maybe there just needs to be a fundamental repositioning of job boards in the market.
6. What does it mean for recruitment agencies?
There is an increasing trend where the gap between quick and easy applications which churn large volume with low quality applications to that of the bespoke hand-holding service an agency can provide, expanding ever further and all the time. This won’t change with Facebook jobs, but could drive the wedge between the two approaches even further.
I’d argue that with it being even easier for businesses to list and promote jobs to increasing large audience, the additional skills, support and expertise that a specialist recruitment agency offers, has become even more important. As agencies, will be best placed to mine this data and find the best candidates in the market, in a timely manner, for their end clients. You will always need people to talk to people, to truly find out what someone can and can’t do.