Note: This is a personal writing and academic analysis and research of the definitions/answers of the questions have been taken into considerations accordingly and paraphrased and all the posters/illustrations have been referenced by Suhasini. Text 1: 9 Myths About Social Media at Work 9 Myths About Social Media. Retrieved from Screen-Shot-2014-11-18-at-10.02.29-AM.png(1176×550) (tnwcdn.com) Text 1 Reflection: I chose this text as it challenges my assumptions of recruiters not using social media to the fullest for recruitment purposes. This text and the figures show how recruiters actually are planning to use social media at its best potential to hire great candidates while my assumptions were around 45-50% recruiters would consider using social media approach for hiring purposes as not many companies would reply on social media for recruitment. Also, I am very surprised to know that 30% of Google searches are related to employment which I personally believe that it sh...
The role of social media, advantage and disadvantage: an argumentative analysis and writing focusing on the recruitment angle.
Note: This is a personal writing and academic analysis and research of the topics have been taken into considerations accordingly and paraphrased and all the posters/illustrations have been made by Suhasini.
The role of social media, advantage and disadvantage:
In this digital world, social
media is playing a major role in the daily lives of people and companies.
Nowadays, many companies are implementing the use of Web 2.0, social media as a
branding tool for their reputation while some have started to use it for
recruitment process. Although
there are opposing statements, the role of the use of
social media for recruitment purposes by recruiters and recruitment
organizations is beneficial as it is an easier, time and cost-effective way of
advertising the job, it enables the finding of hard-to-reach candidates from
different parts of the world and it enables recruiters to first view the
resumes of those applicants on their social media and digital footprint for
better interview decision processes.
Social media is an
easier, time and cost-effective way of advertising the job by recruiters and
recruitment organizations. According to Harnessing Social Networking
Sites for e-Recruitment (2013, 395), recruiting organizations reduces a lot of
sourcing costs and increase Return on Investment through social networks by
posting and sharing job openings for free of cost through Facebook or LinkedIn
which delivers results compared to single description on a job board which
costs more. These social media platforms are enabling the recruiting
organizations to make cost profits on advertisements as using social media is
free of cost compared to the traditional advertising ways. Similarly, Deloitte
company’s decision of using social media for recruiting employees is easily
seen through efficiency and cost because it’s advertising communication is most
of the time immediately, “Social Media Recruitment: The Role of Credibility
and Satisfaction” (2020, 237). Through this method, Deloitte is benefiting
from the use of social media to reach a variety of potential audiences and
employers through minimum cost and time. The “Social Media and Internet
Driven Study Recruitment” study shows that “targeted use of free social
media and internet resources substantially assisted study dissemination in a
cost-effective manner, accounting for 18.2% of collaborator recruitment in a
short period”, (2015, 5). This indicates how much beneficial it is to use
social media which is less costly for recruitment purposes and effective in short
period of time.
Through social media, recruiters and recruiting companies are able to
find hard-to-reach candidates from different parts
of the world. “Access to the people on the wider geographical context, reduce
the number of undesired candidates by providing reach to better passive job
seekers (Prasad,2001)” is one of the statements of “Effectiveness of
E-recruitment in Small and Medium Enterprises of IT Industry Of Lahore
(Pakistan)”, (2016, 147). Through this wider geographical recruitment reach
by using social media, people outside of Pakistan will also be able to apply
for the job which is advantageous for the recruiters as the recruiting
information can be reached to people who are unemployed or looking for other
job opportunities and apply for the jobs. According to Andrews and Christine’s “Social
Media Recruitment”, incorporating social media into the recruitment
strategy by recruiters is very beneficial as the information has the ability to
instantly reach anyone worldwide who has access to internet (2012, 34). This
implies how recruitment via social media has changed the traditional way of
print, radio and television media to advertise about recruitments which reach a
small geographical location compared to social media which has an instant
global reach and make it feasible for people around the globe to apply for the
job. Additionally, the Canadian Psychology publisher of “Social Media
Recruitment and Online Data Collection” mentions that social media is the
most effective way to recruit people who are from low-prevalence, little-known
segments of population. It has been stated that nowadays most Canadians and
more of the world’s population than before can be reached through social media
(2014, 240). As a result of social media reaching people around the world and
limited regions, we may say that the recruiters may benefit from this social
media recruitment advantage of getting applicants from these regions.
Recruiting through social media also enable
recruiters to first view the resumes of those applicants on their social media
and are checking their digital footprint for better interview and recruitment
decision processes. For instance, an analysis from the “Digital Footprint In
Web 3.0: Social Media Usage In Recruitment” mentions that the use of social
media and “digital footprint in employment processes leads to the optimization
and acquiring vision with regard to job applicants”. This is beneficial for
recruiters to pre select candidates before any interview process as they can go
through the social and digital footprint found on the social media of the
candidates and see if they may be suitable for the job. Also, employers are
using the social networking sites to evaluate potential candidates and are
choosing the best ones for employment. The statistics of CareerBuilder (Hafner,
2009), indicate the ratio of hiring decisions are influenced by screening of
social networking profiles of applicants, “The Influence of Social Networking
Sites on Recruiting Human Resources in the Czech Republic” (2015, 23). This
means that by using social media such as Facebook, Twitter, recruiters are
trying to have a more personal view of the candidates alongside their resumes
on LinkedIn for better selection processes. In the paper of “Online Social
Networks: An Emergent Recruiter Tool for Attracting and Screening”, it has
been mentioned that recruiters can also use social media networks ([26]
Kluemper and Rosen, 2009), to find critical information about job applicants
(2013). This for instance, enables recruiters to access previous data via
online user profiles of the applicant which is beneficial to identify if they
are suitable candidates for the job. Also, it can also be effective to gain
information through social media and online networks about the job-seeker
through their electronically connected third party friends or acquaintances
which is easier and important for the recruiter to take into consideration.
It may be true that recruiters and recruiting
organizations are using social media platforms for viewing and screening the
social and digital footprints of applicants for better pre selection and
interviewing process and to check if they are a suitable candidate as portrayed
on their resume or LinkedIn profile. However, through social media, there are
possibilities that the profiles of applicants are fake and misleading as they
can overestimate their mentioned skills and knowledge hence making it difficult
for recruiters to choose and select the most deserving candidate. For instance,
according to the “Digital Footprint in Web 3.0: Social Media Usage In
Recruitment” (2019), social media allow candidates to overstate their
abilities and by examining their social media profiles, recruiters can make
only a rough judgement about them but may not be able to make a decision based
on these judgements to confirm if they are really qualified for the job. This
shows that social media can be deceiving for recruiters to rely on it in order
to make the important decision of selecting the candidates and they can make
fake profiles and mention fake achievements and skills. For example, from the “Online
and Social Media Recruitment: Hospitality employer and prospective employee
considerations” (2016) which states from psychological research shows that
online candidates tend to lean towards self-promotion (Buffardi and Campbell,
2008) and the information may be inaccurate or exaggerated (Epstein, 2008).
This is important as recruiters should be careful by pre selecting candidates
but they should also ensure the accuracy and references made by the applicant
are true when going through the interview session. Hence, this explains how
social media can be disadvantageous for recruiters while recruiting candidates
and going through the process of screening on their social media profiles which
can be deceiving.
Recruiters and recruiting organizations are
using social media to find potential candidates as it is beneficial to them.
Through the time and cost-effective advertisements of jobs on social media,
recruiters are able to save money and time as it activates in short amount of
time. Also, social media allow the information of the job reach candidates all
over the world which is beneficial for recruiters as the reach is not limited
to a specific geographical location. Social media usage facilitates the pre
selection task of candidates by recruiters who can check the social and digital
footprint of the job-seekers through the screening process to decide if they
are eligible for the job role and interview session.
Reference List:
Andrews, C. (2012). Social Media
Recruitment. Applied Clinical Trials, 21(11),
32-34,36,38-39,41-42.
Bohmova, L., & Pavlicek, A. (2015).
The Influence of Social Networking Sites on Recruiting Human Resources in the
Czech Republic. Organizacija, 48(1), 23-31.
Boudlaie, H., Nargesian, A., & Nik,
B. K. (2019). DIGITAL FOOTPRINT IN WEB 3.0: SOCIAL MEDIA USAGE IN RECRUITMENT. Ad-Minister, (34),
131-148.
Khatri, C., Chapman, S. J., Glasbey, J.,
Kelly, M., Nepogodiev, D., Bhangu, A., Fitzgerald, J. E., & Committee, S.
(2015). Social media and internet driven study recruitment: evaluating a new
model for promoting collaborator engagement and participation. PloS
One, 10(3), 1.
King, D.B., O'Rourke, N., and DeLongis,
A. (2014). Social Media Recruitment and Online Data Collection: A Beginner's
Guide and Best Practices for Accessing Low-Prevalence and Hard-to-Reach
Populations. Canadian Psychology, 55(4), 240-249.
Ladkin, A., & Buhalis, D. (2016).
Online and social media recruitment: Hospitality employer and prospective
employee considerations. International Journal of Contemporary
Hospitality Management, 28(2), 327-345.
Muduli, A., & Trivedi, J. J. (2020).
Social media recruitment: the role of credibility and satisfaction. Evidence
- Based HRM, 8(2), 237-251.
NEHA. (2013). Harnessing social
networking sites for e-recruitment. International Journal of Education
and Management Studies, 3(3), 393-395.
Nasreem, S., Hassan, M., & Khan, T.
A. (2016). EFFECTIVENESS OF E-RECRUITMENT IN SMALL AND MEDIUM ENTERPRISES OF IT
INDUSTRY OF LAHORE (PAKISTAN). Pakistan Economic and Social
Review, 54(1), 143-164.
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