This research, conducted in collaboration with Ascendo Resources, looks at the importance of having a social media presence for job seekers, as well as social media strategies HR professionals use for recruitment. Overall, 87% of HR professionals said it was either very or somewhat important for job seekers to have a social media presence on LinkedIn, and 83% agreed it was important to be on a relevant professional or association social networking site. In the past year, nearly two-thirds of organizations (65%) had hired new employees who were sourced through social media sites.

1. SHRM Survey Findings: The Importance of Social Media
for Recruiters and Job Seekers
In collaboration with and commissioned by Ascendo Resources
September 1, 2015

2. • Is it important for job seekers to have a social media presence? A large majority of HR
professionals said it was very important (54%) or somewhat important (33%) for job seekers to
have a social media presence on LinkedIn, and very important (40%) or somewhat important (43%)
to be on relevant professional or association social networking sites. About one-quarter thought it
was somewhat important to be on Facebook (25%) or have a blog (23%), but only 2% said it was
very important.
• For what types of careers is it important to have a social media presence? More than three-
quarters of HR professionals deemed it very important to have a social media presence for those
seeking jobs in communications, media and public relations (82%), marketing and sales (79%), and
advertising (76%). More than one-half said it was very important for IT/computer specialists (63%),
human resource professionals (58%) and executive positions (57%). Even for jobs where a social
media presence was viewed as less important, about two out of five HR professionals still agreed it
was somewhat or very important: manufacturing (42%), construction and extraction (42%),
transportation (44%) and hourly workers (44%).
• What social media tips do HR professionals have for job seekers? The top two tips were to
have a complete profile (77%) and to keep public content professional (73%). Nearly one-half of HR
professionals (47%) suggested joining social media groups that are relevant to one’s career. More
than one-third recommended focusing posts on accomplishments and skills that are helpful to an
employer (39%), making frequent updates to one’s profile (38%) and only having connections/
followers relevant to one’s career (35%).
SHRM/Ascendo Resources The Importance of Social Media for Recruiters and Job Seekers ©SHRM 2015 2
Key Findings: Job Seekers and Social Media

3. • How many organizations have hired employees who were sourced through social media in
the past year? Two-thirds of organizations (65%) had sourced new hires through social media in
the past year. More than one-half (57%) of organizations had sourced new hires through LinkedIn,
30% had hired employees found through professional or association social networking sites, and
19% had sourced new hires from Facebook.
• Do organizations outsource recruitment? Nearly two-thirds of organizations (64%) said they
outsourced at least some recruitment activities. More than one-half (55%) indicated some
recruitment was partially outsourced—meaning, the organization retained some control over the
outsourced function (for example, it shared access to information with the vendor). Six percent of
organizations (6%) completely outsourced some of their recruitment, and few organizations (3%)
said they outsourced all recruitment, either completely or partially.
• Why do organizations decide to outsource recruitment? The top reason for outsourcing
recruitment was the speed of hire/need to hire quickly (49%), followed by gaining access to the
vendor’s talent/expertise (36%). One out of five organizations said that their company/industry had
difficulty attracting specific types of talent (20%) or wanted to allow HR staff to focus more on
strategy (19%).
SHRM/Ascendo Resources The Importance of Social Media for Recruiters and Job Seekers ©SHRM 2015 3
Key Findings: Recruitment Strategies

4. • Although the growth and popularity of social media have given HR another recruiting tool, a critical
component to bear in mind is the accuracy of the information provided on a potential job
candidate’s social media profile. It is important for both active job seekers and potential candidates
in the workforce to maintain their social media profiles, making frequent updates and ensuring that
the information is accurate.
• HR professionals who are not currently using social media for recruitment may find it useful to add it
to their recruiting toolkit, especially as recruitment has been growing more difficult in the improved
economy. Social media could help recruiters find passive job candidates who might not otherwise
apply for traditional job postings. While LinkedIn and professional or association networking sites
are the most commonly used, some organizations are also sourcing candidates through Facebook,
Twitter, Google+ and blogs.
• When looking to hire someone quickly or to find certain job candidates who are difficult to source,
many organizations turn to recruitment agencies for help. Outsourcing some aspects of the
recruitment function may also allow HR to focus on more strategic initiatives for the organization. In
some cases, it is also used as a way to save money and reduce operating costs.
SHRM/Ascendo Resources The Importance of Social Media for Recruiters and Job Seekers ©SHRM 2015 4
What do these findings mean for the HR profession?

5. SHRM/Ascendo Resources The Importance of Social Media for Recruiters and Job Seekers ©SHRM 2015 5
Job Seekers and Social Media Presence

6. HR Professionals’ Opinion About the Importance of Job Seekers Having
a Social Media Presence
SHRM/Ascendo Resources The Importance of Social Media for Recruiters and Job Seekers ©SHRM 2015 6
Note: n = 370-398. Percentages may not equal 100% due to rounding.
54%
40%
2%
2%
4%
1%
1%
1%
33%
43%
23%
21%
15%
17%
9%
6%
5%
7%
10%
38%
32%
36%
38%
30%
34%
30%
6%
8%
38%
44%
46%
43%
61%
59%
64%
LinkedIn
Professional or association
social networking site
Facebook
Blog
Google+
Twitter
Instagram
YouTube
Pinterest
Very important Somewhat important Not very important Not at all important

7. HR Professionals’ Opinion About the Importance of Job Seekers Having
a Social Media Presence
SHRM/Ascendo Resources The Importance of Social Media for Recruiters and Job Seekers ©SHRM 2015 7
Note: Only statistically significant differences are shown.
Comparisons by organization sector: Very important for job seekers to have presence on LinkedIn
Publicly owned for-profit (62%)
Privately owned for-profit (53%)
> Government (22%)
Comparisons by organization sector
• Publicly and privately owned for-profit organizations are more likely than government organizations to say it is very
important for job seekers to have a social media presence on LinkedIn.

8. HR Professionals’ Opinion About the Importance of Job Seekers Having
a Social Media Presence, by Job Category
SHRM/Ascendo Resources The Importance of Social Media for Recruiters and Job Seekers ©SHRM 2015 8
Note: n = 273-351. Percentages may not equal 100% due to rounding.
82%
79%
76%
63%
58%
57%
50%
49%
46%
45%
45%
44%
14%
15%
18%
26%
31%
28%
30%
32%
34%
33%
33%
35%
2%
3%
3%
6%
6%
8%
12%
10%
12%
15%
14%
15%
2%
2%
3%
5%
5%
7%
9%
9%
8%
7%
8%
6%
Communications, media and public relations
Marketing and sales
Advertising
IT/computer specialists
Human resources
Executives (general)
Investment, such as asset management
Managers
Community and social service
Legal occupations, such as lawyers, judges
High-skilled technical, such as technicians
Education, training and library
Very important Somewhat important Not very important Not at all important

9. HR Professionals’ Opinion About the Importance of Job Seekers Having
a Social Media Presence, by Job Category (continued)
SHRM/Ascendo Resources The Importance of Social Media for Recruiters and Job Seekers ©SHRM 2015 9
Note: n = 273-351. Percentages may not equal 100% due to rounding.
43%
38%
38%
34%
34%
33%
21%
21%
16%
16%
14%
13%
11%
34%
36%
33%
38%
34%
35%
35%
31%
38%
26%
28%
31%
33%
13%
17%
18%
18%
20%
19%
25%
30%
31%
35%
33%
32%
37%
10%
9%
10%
10%
12%
13%
20%
18%
15%
24%
25%
25%
18%
Finance and financial services
Engineering and architecture
Compliance and risk management
Health and medical, such as nurses, doctors
Banking
Accounting
Skilled trades, such as electricians, carpenters
Military occupations
Administrative and office/clerical support
Production operators, manufacturing
Construction and extraction, such as mining
Transportation, such as drivers
Hourly workers
Very important Somewhat important Not very important Not at all important

10. Tips from HR Professionals for Job Applicants’ Social Media Presence
SHRM/Ascendo Resources The Importance of Social Media for Recruiters and Job Seekers ©SHRM 2015 10
Note: n = 395. Percentages do not equal 100% due to multiple response options.
77%
73%
47%
39%
38%
35%
32%
31%
22%
18%
15%
14%
11%
11%
5%
2%
1%
Have a complete profile (employment, education, skills)
Keep public content professional
Join groups relevant to your career
Focus posts on accomplishments and skills
Make frequent updates to your profile
Only have connections/followers relevant to your career
Link social media to your e-mail so you can be contacted
Include a professional-looking head shot
Include references or written endorsements
Make more information in your profile publicly available
Actively participate in relevant discussions/forums
Have a large number of “likes” or skills endorsements
Don’t include a head shot at all
Have a large number of connections/followers
Don’t have too many connections/followers
Include any head shot (doesn’t have to look professional)
Other

11. SHRM/Ascendo Resources The Importance of Social Media for Recruiters and Job Seekers ©SHRM 2015 11
Recruitment Strategies

12. Organizations that Sourced New Hires from Social Media in the Past 12
Months
SHRM/Ascendo Resources The Importance of Social Media for Recruiters and Job Seekers ©SHRM 2015 12
Note: n = 357. Percentages do not equal 100% due to multiple response options.
57%
30%
19%
8%
4%
2%
0%
<1%
35%
LinkedIn
Professional or association
social networking site
Facebook
Twitter
Google+
Blog
Instragram
Other
None; did not source any new
hires through social media

13. Organizations that Sourced New Hires from Social Media in the Past 12
Months
SHRM/Ascendo Resources The Importance of Social Media for Recruiters and Job Seekers ©SHRM 2015 13
Note: Only statistically significant differences are shown.
Comparisons by organization sector: Sourced new hires from LinkedIn
Publicly owned for-profit (71%) >
Nonprofit (43%)
Government (25%)
Privately owned for-profit (62%) > Government (25%)
Comparisons by organization sector
• Publicly owned for-profit organizations are more likely than nonprofit and government organizations to have sourced
new hires from LinkedIn.
• Privately owned for-profit organizations are more likely than government organizations to have sourced new hires
from LinkedIn.

14. Organizations Outsourcing Recruitment
SHRM/Ascendo Resources The Importance of Social Media for Recruiters and Job Seekers ©SHRM 2015 14
Note: n = 357. Partially outsourced: Organization retains some control over the outsourced function, for example, shares access to information with the
vendor. Completely outsourced: Organization retains no control over the outsourced function.
55%
6%
2%
1%
36%
Yes, some recruitment is
partially outsourced
Yes, some recruitment is
completely outsourced
Yes, all recruitment is
partially outsourced
Yes, all recruitment is
completely outsourced
No, not at all

15. Organizations that Do Not Outsource Any Recruitment
SHRM/Ascendo Resources The Importance of Social Media for Recruiters and Job Seekers ©SHRM 2015 15
Note: Only statistically significant differences are shown.
Comparisons by organization staff size: Do not outsource any recruitment
1 to 99 employees (46%)
100 to 499 employees (43%)
> 500 to 2,499 employees (20%)
Comparisons by organization staff size
• Organizations with 1 to 499 employees are more likely than organizations with 500 to 2,499 employees to do all
recruitment in-house (not outsource any recruitment).

16. Why Organizations Outsource Recruitment
SHRM/Ascendo Resources The Importance of Social Media for Recruiters and Job Seekers ©SHRM 2015 16
Note: n = 290. Percentages do not equal 100% due to multiple response options.
49%
36%
20%
19%
16%
13%
13%
13%
12%
9%
8%
7%
6%
6%
5%
4%
3%
10%
Speed of hire/need to hire quickly
Gain access to vendor talent/expertise
Company/industry does not attract specific talent
Allow HR staff to focus more on strategy
Allow the organization to focus on its core business
Lack of in-house talent/expertise
Do not have in-house recruiter
Offer services the organization could not provide
Save money/reduce operating costs
Make up for a reduction in HR staff
Streamline HR functions
Gain access to vendor technology
Provide consistent/improved service delivery
Control legal risk/improve compliance
Reduce the number of HR staff and related expenses
Improve metrics/measurement
Avoid cost of major investments in technology
Other

17. SHRM/Ascendo Resources The Importance of Social Media for Recruiters and Job Seekers ©SHRM 2015 17
Demographics

18. Demographics: Organization Industry
SHRM/Ascendo Resources The Importance of Social Media for Recruiters and Job Seekers ©SHRM 2015 18
Note: n = 348. Percentages do not equal 100% due to multiple response options.
Percentage
Manufacturing 21%
Professional, scientific and technical services 21%
Educational services 12%
Finance and insurance 11%
Government agencies 11%
Health care and social assistance 11%
Accommodation and food services 5%
Construction 5%
Real estate and rental and leasing 4%
Transportation and warehousing 4%
Utilities 4%

19. Demographics: Organization Industry (continued)
SHRM/Ascendo Resources The Importance of Social Media for Recruiters and Job Seekers ©SHRM 2015 19
Note: n = 348. Percentages do not equal 100% due to multiple response options.
Percentage
Administrative and support and waste management and remediation services 3%
Arts, entertainment and recreation 3%
Information 3%
Mining, quarrying, and oil and gas extraction 3%
Retail trade 3%
Wholesale trade 3%
Agriculture, forestry, fishing and hunting 2%
Religious, grant-making, civic, professional and similar organizations 2%
Repair and maintenance 2%
Personal and laundry services 1%
Other industry 8%

20. Demographics: Organization Sector
SHRM/Ascendo Resources The Importance of Social Media for Recruiters and Job Seekers ©SHRM 2015 20
n = 361
52%
19%
16%
9%
4%
Privately owned for-profit
Publicly owned for-profit
Nonprofit
Government
Other

21. Demographics: Organization Staff Size
SHRM/Ascendo Resources The Importance of Social Media for Recruiters and Job Seekers ©SHRM 2015 21
Note: n = 361. Percentages do not equal 100% due to rounding.
24%
37%
15%
20%
3%
1 to 99 employees
100 to 499 employees
500 to 2,499 employees
2,500 to 24,999 employees
25,000 or more employees

22. Demographics: Region
SHRM/Ascendo Resources The Importance of Social Media for Recruiters and Job Seekers ©SHRM 2015 22
Note: n = 352. Percentages do not equal 100% due to rounding.
38%
25%
22%
16%
South
Midwest
West
Northeast

23. n = 361
Demographics: Other
SHRM/Ascendo Resources The Importance of Social Media for Recruiters and Job Seekers ©SHRM 2015 23
U.S.-based operations only 74%
Multinational operations 26%
Single-unit organization: An organization in
which the location and the organization are
one and the same.
32%
Multi-unit organization: An organization that
has more than one location.
68%
Multi-unit headquarters determines HR
policies and practices
47%
Each work location determines HR policies
and practices
3%
A combination of both the work location and
the multi-unit headquarters determines HR
policies and practices
50%
Is your organization a single-unit organization or a
multi-unit organization?
For multi-unit organizations, are HR policies and practices
determined by the multi-unit headquarters, by each work
location or by both?
Does your organization have U.S.-based
operations (business units) only, or does it
operate multinationally?
n = 360
n = 255
Corporate (companywide) 71%
Business unit/division 17%
Facility/location 12%
n = 256
What is the HR department/function for
which you responded throughout this
survey?

24. 24
SHRM Survey Findings: The Importance of Social Media
for Recruiters and Job Seekers
• Response rate = 13%
• 400 HR professionals from a randomly selected sample of SHRM’s membership participated in this
survey
• Margin of error +/-5%
• Survey fielded July 7-21, 2015
In collaboration with and commissioned by Ascendo Resources
Survey Methodology
SHRM/Ascendo Resources The Importance of Social Media for Recruiters and Job Seekers ©SHRM 2015

25. • Other SHRM Research related to social media, recruitment and job seekers
» Social Networking Websites and Recruiting/Selection
» Résumés, Cover Letters and Interviews
» SHRM Economic Conditions—Recruiting and Skills Gaps
• Recent survey findings: www.shrm.org/surveys
• For more information about SHRM’s Research Services:
» Customized Research Services: www.shrm.org/CustomizedResearch
» Engagement Survey Service: www.shrm.org/PeopleInSight
» Customized Benchmarking Service: www.shrm.org/Benchmarks
» Compensation Data Center: www.shrm.org/CompensationData
• Follow us on Twitter @SHRM_Research
SHRM/Ascendo Resources The Importance of Social Media for Recruiters and Job Seekers ©SHRM 2015 25
Additional SHRM Resources

26. Founded in 1948, the Society for Human Resource Management (SHRM) is the
world’s largest HR membership organization devoted to human resource management.
Representing more than 275,000 members in over 160 countries, the Society is the
leading provider of resources to serve the needs of HR professionals and advance the
professional practice of human resource management. SHRM has more than 575
affiliated chapters within the United States and subsidiary offices in China, India and
United Arab Emirates. Visit us at shrm.org.
SHRM/Ascendo Resources The Importance of Social Media for Recruiters and Job Seekers ©SHRM 2015 26
About SHRM

27. Ascendo Resources is an award-winning firm in local markets that places accounting,
finance, compliance, HR, banking, administrative and IT professionals in the best
workplaces. Whether it’s temporary, project or direct hire positions, Ascendo’s business
professionals nimbly orchestrate perfect pairs between client companies and
candidates through industry and local market knowledge, personal service, speed and
an ethical approach. Ascendo is an Inc. 500 fastest-growing company and has offices
in Chicago, Philadelphia, Atlanta, Charlotte, New York City and throughout Florida. For
more information on how Ascendo’s business professionals bring client companies and
candidates a competitive advantage, visit www.ascendo.com.
SHRM/Ascendo Resources The Importance of Social Media for Recruiters and Job Seekers ©SHRM 2015 27
About Ascendo Resources