HRM 635  Social Media and Recruitment Process Discussion

HRM 635  Social Media and Recruitment Process Discussion

HRM 635  Social Media and Recruitment Process Discussion

            The majority of the companies are using social media platforms such as Twitter, Facebook, and LinkedIn for sourcing as well as recruiting suitable candidates.  A growing body of research shows that 7 in 10 employees employ social networking sites to carry out background research on potential job candidates in the hiring process (Landers & Schmidt, 2016; Sinha & Sinha, 2019).  Social networking in social media is instrumental for companies to develop their employment brand and awareness, expand their network target the best talents in a wide range of skill sets, and enhance their effectiveness in their recruitment endeavors.

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            My company uses LinkedIn for carrying out screening potential candidates and conducting background checks as the majority of the potential employees have detailed profiles about themselves on LinkedIn.  The information-digging supplements the already data that a prospective employer possesses, which is obtained through conventional means.  However, challenges are bound to arise since there is a higher likelihood of discrimination and negligent hiring expenses.

            Even though social media is an indispensable tool used by recruiters, the use of social media has not been standardized. The majority of employers have rejected talented candidates based on their data on social media platforms. There is negligible empirical evidence for the use of social media in employee recruitment and selection (Sinha & Sinha, 2019).  Therefore, employers should use social media purely for brand awareness of their human resource department to avoid judging candidates based on the information they have supplied on their social media accounts.  

            In conclusion, with the growing technology, companies have improved their online presence. It stems from the fact that the majority of the potential job candidates are on social media and it is now a tool that is used to carry out employment opportunities advertisements.

References

Landers, R., & Schmidt, G. (2016). Social Media in Employee Selection and Recruitment: Current Knowledge, Unanswered Questions, and Future Directions. In social media in Employee Selection and Recruitment: Theory, Practice, and Current Challenges (pp. 343–367). https://doi.org/10.1007/978-3-319-29989-1_16

Sinha, D., & Sinha, S. (2019). Role of social media in Recruitment and Selection. Vol. 3, 11–20.

 

As technology continues to advance, organizations are using social media and online platforms to attract and acquire eligible employees. What processes, procedures, and specific websites are currently being used in your organization to attract and acquire potential employees from the online setting? As a job seeker, discuss the benefits and challenges that accompany social media, including LinkedIn, when searching for employment? What are the drawbacks that an employer faces when using websites to attract future employees for positions and how can these drawbacks be reduced?