With 1.71 billion monthly active members, statistically, Facebook has been harbouring the world’s largest pool of talent for years. It’s about time then, that yesterday Facebook started trialling a ‘Jobs’ tab which will allow administrators of Company Facebook pages to post job opportunities and receive applications online.
If you’ve been hankering after a role at a specific company, this is great news! It’s likely that you will already be following your dream company on Facebook and already ‘liked’ their company page. So, when a job opening is posted directly from them to their page: “hurrah!” you can slip over your polished CV to them in a flash all from the comfort of your social media home.
But what if you don’t have a perfect company in mind? What if you are searching for a dream role rather than a dream company, or you know where you’d like to be in 5 years, but you’re not sure how to get there?
It’s unclear at present if Facebook is planning to monetise their Job offering, however we could easily anticipate that sponsored job posts could be coming to the platform using Facebook’s demographic and interest-based targeting to attract suitable candidates. If Facebook begins to show job ads in its user’s Newsfeed your dream role could land in your lap!
Should LinkedIn be quaking in its boots?
Facebook dwarfs LinkedIn’s 106 million active members, however their audience and goals may be different. LinkedIn makes 62% of its revenue from Talent Solutions, a subscription service aimed at larger companies who pay circa £8,000 a year for their recruitment offering. Another 19% of LinkedIn’s revenue is raised from active job seekers paying for premium member subscription of just under £20 a month. In comparison, Facebook’s targeting is available to anyone with an advertising budget.
Gaining access to a pool of candidates who are actively searching for work is often packaged as a positive attribute, however Facebook’s largest arsenal may well be their ability to target passive candidates pre-search. The 2016 worker is a far cry from the employee of yesteryear who would guffaw at talking about work out of the workplace. Today, our home and work lives are much more entwined, for better and for worse. We can work from home, work flexibly, bring our pets to work and are acutely aware of our own personal branding most of the time. We also change our career, role and company more frequently than any of our predecessors, so we are more likely to be receptive to new job opportunities.
Mixing business and pleasure is something Facebook does naturally, and if it does go ahead with targeted job ads, it may be the way to catch ambitious and opportunistic candidates who are open to taking opportunities as they present themselves.
However advanced Facebook’s targeting may get, it will never be able to answer career questions that a recruitment consultant can. Maybe this role is a stepping stone to another, maybe there’s specific skills you want to advance in which aren’t on your CV, or maybe there’s personal considerations you want on the table before attending time-wasting, ill-fated interviews. Recruitment consultants offer the link between understanding the Company’s wants and your own and making sure both are compatible.
Would you be more likely to find love from scouring an online persona, or from someone who has spoken to both parties and is confident that you’re a match?
In this sense, recruitment technology's advances seem to be taking the time out of the sourcing process, but may be adding-on time with unqualified leads and companies hiring based on online personas.
Facebook’s job offering may be trialled and phased out as many other Facebook ventures. On the other hand, it could widen the gap between our online personas vs our real selves. Most employees are wary of befriending colleagues, and are aware that potential employers may do a quick search for you online before an interview. However, contacting a hiring manager from your Facebook account ushers in a whole new incentive to smart-up your Facebook profile with your most hireable self. People’s incentives to land the best role for themselves can quite naturally outweigh their motivation to present themselves in their most honest light. So where can we be our out of work selves?
Perhaps companies will become more relaxed on their candidate vetting, or perhaps we will go one step closer to the singularity.