Social media utilization by U.S. recruiting professionals 2015

Published by Statista Research Department, Jan 7, 2016
This statistic gives information on the most common reasons for organizations in the United States to use social media for recruiting as of December 2015. During the survey period, 82 percent of respondents stated that the most important reason for their organization to utilize social media recruiting was reaching passive job candidates.

Reasons for organizations in the United States to use social media for recruiting as of December 2015

CharacteristicShare of respondents
Recruit passive job candidates who might not otherwise apply or be contacted by the organization 82%
Increase employer brand and recognition 77%
Target job candidates with a very specific set of skills 71%
Allow potential job candidates to easily contact the organization about employment 64%
Target a specific job level to recruit or contact (e.g. entry level, managers, executives) 61%
Less expensive than other methods of recruiting job candidates 55%
Identify potential job candidates in other geographic regions 53%
Target a specific geographic region in which to recruit job candidates 51%
More qualified job candidates relative to the amount of time and effort invested 44%
Effectively disseminate job- and organization-related information 43%
Create an online community focused on organization 36%
Large quantity of job candidates relative to the amount of time and effort invested 34%
Target traditionally underrepresented people groups (e.g. women, minorities, veterans, people with disabilities) 33%
Showing entries 1 to 13 (14 entries in total)
Created with Highcharts 7.2.2Share of respondents82%82%77%77%71%71%64%64%61%61%55%55%53%53%51%51%44%44%43%43%36%36%34%34%33%33%1%1%Recruit passive job candidates who might not otherwise apply or becontacted by the organizationIncrease employer brand and recognitionTarget job candidates with a very specific set of skillsAllow potential job candidates to easily contact the organization aboutemploymentTarget a specific job level to recruit or contact (e.g. entry level,managers, executives)Less expensive than other methods of recruiting job candidatesIdentify potential job candidates in other geographic regionsTarget a specific geographic region in which to recruit job candidatesMore qualified job candidates relative to the amount of time and effortinvestedEffectively disseminate job- and organization-related informationCreate an online community focused on organizationLarge quantity of job candidates relative to the amount of time andeffort investedTarget traditionally underrepresented people groups (e.g. women,minorities, veterans, people with disabilities)Other
0%10%20%30%40%50%60%70%80%90%100%

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Release date

January 2016

Region

United States

Survey time period

November 19 to December 4, 2015

Number of respondents

327 respondents

Special properties

HR professionals currently using social networking websites to recruit job candidates

Supplementary notes

Respondents were randomly selected SHRM members with the job function of employment or recruiting, 69% of respondents had only US-based operations.

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