91% of companies use networks in personnel searches

In the United States used 91% of recruiters, preferably Facebook (76%), Twitter (53%) and LinkedIn (48%) and 69% rejected a candidate after reviewing their profile.

In Spain, companies not take enough advantage of the digital environment for HR management; largely due to limited knowledge and a high degree of rejection by senior management.

PeopleMatters specializing in People Management consultant, and social media & pr túatú specializing in communication on and offline through content, technology and creative agency, have launched a new joint service to the market, "Talent Management and Social Networking" by which will help HR managers to know, incorporate and make the most of social media internet (blogs and social networks, etc.) on key issues in the field of Personnel Management, as employer branding, regarding candidates and interest groups, internal communications, management innovation and alumni, among others.

The consultant PeopleMatters has maintained a round of interviews with clients to design "Talent Management and Social Networking", which aims to fill a demand in Spain is already notorious in the United States, where, according to data analyzed:

91% of recruiters use social networks in the recruitment process.

Facebook (76%), Twitter (53%) and LinkedIn (48%) are the most visited social networks.

69% rejected a candidate after consultation and review their information profiles in social networks.Among the main reasons that lead companies to this rejection include: Lying about your qualifications (13%), Post negative comments about previous employers (11%), inadequate pictures and negative comments Post (11%).

On the positive side, details that help candidates to improve the image offered to potential recruiters also exist:
Transmit or a positive sense of their personality and suitability to the organization (39%), show a creative profile (36%) , Good references posted by others.

The main challenges identified by PeopleMatters and social media & pr túatú in Spain to take full advantage of social networks in the areas of Human Resources are:

High degree of ignorance and consequent rejection by senior management

Human Resource is not present in social networks but increasingly, makes the decision to be and do not know how or do not have equipment to do

The company does not know what the users of social networks on the same claim or only cares about what they say about the brand and not the company as a place to work.

Some companies are already present on social networks such as HR but face specific challenges.

There is need and interest to incorporate more agile for internal communication and innovation tools.

"The impact of social networks on Talent Management processes is as important as when they failed to do payroll by hand to make them with information systems. . Public social networks put us in direct relation to the market allowing, in turn, our employees interact directly with it, "says Alfonso Jimenez, Managing Partner of PeopleMatters, adding:" This has a huge impact on many processes: brand image as an employer, recruitment, internal and external communication, retention ... The company can not remain a spectator of this new and very powerful channel relationship and has to establish its positioning strategy and active use. From now on, the positioning in social networks from the point of view of human capital will be a key to the whole People Management strategy element. "

For Octavio Rojas, CEO of social media & pr túatú, "social networks offer businesses a unique opportunity to discover brilliant people that meet a certain position, and to project a strong image that serves as a magnet to attract best professionals. " He adds that "we must not forget that they can also be suitable tools for communication and internal talent management."