Recruitment of personnel is reinvented in the networks: "A relationship of trust is created between candidates and companies long before there is direct contact"

Social networks have reached such a dimension that it is difficult to find something for which they are not part of our daily lives: from following the adventures of our favorite singer to finding a partner, going through looking for recipes or opinions on a book.

Regardless of whether a platform was created with those intentions, users adapt it to their needs, desires, and routines.

For this reason, it is not unreasonable that they have also become one of the pillars that support the relationship between companies and workers in the digital field, by offering possibilities that traditional channels do not have.

The closeness, immediacy and segmentation of profiles are some of the characteristics that motivate both parties to resort more and more to this space.

Until now, the traditional internet channel to search for both jobs and candidates has been LinkedIn.

It is the labor network par excellence, where job offers are published and where candidates can share their professional interests, talk about the difficulties in finding a job, provide advice... and easily get in touch with companies, which in turn can share their activities, improve their reputation or directly address the users that interest them.

But the possibilities offered by other platforms that were not conceived as work spaces, such as TikTok or Instagram, have not gone unnoticed in the field of human resources, which uses them to complement its talent search strategy.

The BBVA bank explains that social networks "are a fundamental way to show business culture and resolve concerns and doubts that a potential candidate may have," explains a spokesperson.

"In this way, a relationship of trust is created between the candidates and the companies long before there is direct contact between the two parties," he adds.

BBVA Next Technologies launched the #AupaDevelopers campaign a few months ago, which seeks some visibility among candidates with highly specialized profiles (software and operations engineers, solutions architecture experts and system administrators) who also want to "develop professionally in Bilbao and its surroundings”.

Through Twitter, Instagram and YouTube, BBVA is targeting young, mainly Basque talent: “Are you already watching the games in San Mamés, the pintxos in the Casco Viejo, and the drinking after work?

Now you can add the desire to create a team, constant learning and cutting-edge technology projects.

You look?

Don't pack your suitcase anymore and stay in Bilbao”.

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A post shared by BBVA Next Technologies (@bbvanext)

For the engineering and construction company Sacyr, "social networks are a strategic channel with which to reach interest groups that are not reached by traditional media."

From the company they explain that there is a "shortage of some profiles, linked, for example, to new technologies, due to the strong increase in demand that cannot be fully covered with the incorporation of new professionals into the labor market", and they add that the networks Social networks like TikTok give them the opportunity to connect with students and recent graduates who can fill those positions.

On these platforms, Sacyr “gives visibility to its teams and its own employees, places special emphasis on senior talent, explains how it develops its projects, etc.

These are initiatives that cannot be developed in other channels and that, in addition to helping to attract employees, help to retain employees”.

Its Twitter account, called SacyrCareers, is especially focused on attracting talent and

, and it shows events, activities in which workers participate, projects and personal stories.

Although the networks have become a new cornerstone for the company, at Sacyr they recognize that the role of social networks “is not to replace the traditional means of recruitment, but to complement and reinforce them.

They help to generate an image of the employer brand and serve to reach that young audience that may not yet know the company”.

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A post shared by Microsoft Spain (@microsoft_espana)

The software company Microsoft is also turning to new recruitment methods on the networks to find specific profiles and offer itself as an attractive job destination.

In the last campaign they launched on social networks, several employees could be seen talking about what they valued most about the company, such as collaboration or hybrid work.

“Join Microsoft”, proclaim several employees from Spain.

"The need for qualified engineering talent is a reality and all companies make an effort to recruit," explains the company.

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