Question:
Discuss About The Qualify In Filling Available Job Vacancies?
Recruitment is one of the key functions of the Human Resource of every business organization. Usually, recruitment entails all the activities involved in the process of getting the rightful labour for a given business organization. In most cases, recruitment is conducted with the aim of replacing or filling job positions which could be newly created or have fallen vacant due to employees leaving the company. The history of recruitment can be traced as early as the start of the business institutions. Therefore, recruitment remains an inevitable practice in businesses because of the continuous labour changes that are always taking place in the business organization.
The effectiveness of recruitment has a great impact on the business enterprise. If a business recruits people who are not fit for the job positions, the company experiences an adverse impact due to low productivity of the labour and thus impacting the company’s profitability and its competitive advantage. If recruitment is done effectively, the organization is likely to get productivity from its employees and thus gain a competitive edge over other players in the industry. Therefore, it is critical for the Human Resource of every company to ensure they adopt the best strategies to help recruit the rightful skills required to fill the job position in the business (Davison, 2011, pp. 1-21).
Currently, the ways through which organizations conduct recruitment have changed. Most companies are shifting from the traditional recruitment methods and now adopting an integration of the social media in this process. Traditionally, recruitment involved the manual activities right from advisement all up to screening and selection process. However, currently, companies are incorporating the use of social media to carry out these activities (Loiacono, 2011, pp. 245-254). Social media recruitment has its pros and cons when employed in the hiring process. It affects both the applicant and the recruiter in many different ways.
This paper aims at analyzing the fitness of social media as a method of recruitment. This has been achieved through establishing both the strengths and the weaknesses of this type of recruitment process to the employer. Thus, the paper unveils the strength and also the weaknesses of social media recruitment. Therefore, the report is critical in helping the human resource of the various companies through their process of recruiting people into the organization.
In its scope, the essay establishes the all the aspects of social media recruitment and its implications. The report brings out how recruitment can be done using the social media platforms such as Facebook, Twitter, and LinkedIn among many others. It provides a comparison on how recruitment was done traditionally and also how it is done at the moment when social media has come a broad. Further, in its scope, the paper provides an in depth discussion of the strengths and the disadvantages of using the social media in the process of recruitment to both the applicant and the recruiter. Thus, the paper important in bringing out all the aspects of social media recruitment.
Recruitment process involves five main steps which start with recruitment planning where the organization prepares all the necessities for the exercise including preparations of the job descriptions. The second phase is strategy development where the company chooses on the most appropriate approach and methodology to use in the process (Madera, 2012, pp. 1276-1282). As a third step, the company searches for the right people to fill the vacancies. The fourth step is screening the applicants who are followed by the last step which is evaluation and control. At the point of choosing the strategy, the company can choose to use the traditional approach or apply the social media strategy.
Adoption of social media in recruitment process has become increasingly common in most business organizations. Social media has tried to bring a balance in the demand and supply of labour in the market. It is now common practice for companies to apply social media in the searching, screening and also the selection during recruitment process (Parry and Wilson, 2009, pp. 655-673). Organizations are now making use of social media platforms to get their desired labour in hiring. Some of the social media platforms include the use of Facebook, Twitter, Whatsapp and linked in among many others (Kilpatrick, 2013, pp. 38-39). These platforms provide valuable information about the applicants which the employer can to improve their effectiveness in recruitment process.
The integration of the social media approach in the process of recruitment have brought about many differences compared to the traditional hiring process. The recruiters are now making use of the social media to get additional information about the recruits which could not have been found at some other place. When the applicant provides the primary information, the social media gives the employer power to get additional useful information (Plummer and Hiltz, 2009, pp. 176). Besides, the companies use social media as a way to confirm the information provided by the applicant. The recruiter achieves this by searching through the social network of the candidate to get information. However, the social media also has a set of drawbacks that discourage its embracement in the recruitment process.
Social media recruitment is a new approach which is an improvement of the traditional one. The approach is currently undergoing reforms in many areas such formulation of norms, regulations and the laws to be applied in the process of recruitment using this method. With social media recruitment, the cycle of the filling a vacant position has been reduced and the now the employer takes a shorter time to get the desired staff for the position (Caers, 2011, pp. 437-448). Therefore, in as much as the platforms have drawbacks when used in recruitment, they benefit both the employer and the job seeker.
Social media recruitment provides many benefits to the employer. Firstly, the social media recruitment gives the recruiter a chance to access both the national and the international job seekers. Job seekers from different parts of the world access social media and thus it easy for them to connect any employer in the world. Access to international labour market offers the employer with an opportunity to get the most desired talent, qualification and skills (Thew, 2008, pp. 87-90). It is also evident that the use of social media increases the ease in the process of recruitment. It helps in the process of search, filtering the applicants and also the cross checking of their qualifications. This has helped the process to become efficient and easy to apply in the recruitment process (Henderson, 2013, pp. 546-560).
The employment of social media has also helped the employer by a great deal especially in the process of simplification. The platforms allow extension of technology by integrating a customized solution. The employer can create web forms to help in the recruitment process. The web forms can be used in collecting the information about the applicants who are interested in those vacancies. Besides, the recruiter can also fully automate the process of recruitment with the use of these web forms and then apply a solution that can be used to get the statistical information. Therefore, this makes the recruitment process to be easier and efficient (Melanthiou, 2015, pp. 31-49).
Also, social media has proofed to be one of the robust recruitment methods that substantially cuts down the cost of recruitment. The employer is able to access the information of the job seeker cheaply compared to the traditional methods (Clark and Roberts, 2010, pp. 507-525). For example, the CVS and the referees are easily available on the social network. The employer has little to play in the process of getting the information from the job seeker, and the whole task rests on the job seeker who has the responsibility of ensuring that their information is available on the social media for the access of the employer (Sinha, 2013, pp. 141-156).
esides, application of the social media in recruitment saves the time for the entire process. In comparison to the traditional recruitment method, social media recruitment has proofed to be faster in the process. The steps involved in the traditional recruitment process can easily be applied with the use of social media (Nikolaou, 2014, pp. 179-189). The media channels provide the information quickly and conveniently as compared to the traditional methods. The employer can get the information about the applicant more quickly. Social media can imitate the entire recruitment steps making it quicker to carry out the process (Sanchez, Levin and Del, 2012, pp. 63-124).
The use of social media in recruitment also has limitations to the employer. Firstly, the information obtained from social media may vary from one platform to the other. For example, the employer may obtain certain information from the Facebook account of a given applicant and then get a contradicting information from LinkedIn (Brown, 2011, pp. 219-225). Such cases, put the recruiter in a difficult situation to establish the right information about the applicant. Therefore, this kind of situation undermines the free efficiency and reliability of recruitment by use of social media (Roberts and Roach, 2009, pp. 110-114).
Also, the information collected from the social media can be perceived in a wrong way. When social media is used to undertake recruitment, there are many chances of the employer regarding the applicant in a way which is not true (Malherbe, 2014, pp. 588-595). For example, the job seeker’s comments on posts, chats with others and many other of other aspects could be influenced thus making the employer to obtain information which could e influenced but not the actual information about the jobseeker. It is also clear that the use of social media is an unfair approach to the applicant in recruitment. The job seeker’s information from social media cannot be proofed in any way whatsoever. Thus, the employer will be unfair and inefficient if it banks a lot on this kind of information (Lorenz, 2014, pp. 429-439).
The injustice of the employer due to relying on the job seeker’s social media information has effects to the number of employers who pursue the jobs in companies that use this method. Most job seekers avoid pursing jobs in the organizations that apply employee social media recruitment which undermines the employer’s process of getting the right qualifications for the job (Kluemper, 2013, pp. 1-21). Also, employer’s use of social media undermines the applicant’s privacy on the media platforms. The information posted on these networks is intended to be private, yet it employer uses it affecting the applicant’s privacy. Also, the employer is at risk of being sued if they do negligence hire after getting the information from social media. Thus, the employer experiences many limitations when using the social media for the recruitment process.
There are many advantages that the job seeker gets from the use of social media for recruitment. Firstly, the job seeker enjoys the ability to get a job at a lower cost than the traditional method. One can cheaply search for jobs online by use of social media and then get a job. The jobseeker can access both the local and international opportunities. The job seeker enjoys a variety of jobs available in the social media and because they have full access to the employee’s adverts and skills that they are searching (Clark, 2010, pp. 507-525). Thus, the job seeker has the opportunity of finding the jobs that best suit whether local or at the international level. All these can be done at a lower price as compared to the traditional methods of recruitment. Thus, the approach is convenient and efficient for the job seekers.
lso, the use of social media in recruitment offers the job seeker a good opportunity to access the important aspects that the recruiters want. For example, the media platforms offer the job seekers an ease of access to the influential referees who are important for the referees to build trust about the applicant. The jobseeker is in a better position to easily get information about the company that one wants to work for. Thus, as compared to the traditional recruitment process, the use of social media has made it easy for the jobseekers to obtain for their good in the recruitment process (Madera, 2012, pp. 1276- 1282).
Besides, social media gives advantages over the traditional method through the easy to share or exchange the information between the employer and the applicant. With the adoption of the social network, the employers can easily ask for the required information from the applicant at any time they need (Pate, 2012, pp. 133-146). On the other hand, the applicant is in a better position to reply or provide the information required by the employer at any time. Therefore, the platform has facilitated the ease of information exchange between the recruiter and the job seeker. Thus, it solves the gap and the issues that existed in the traditional recruitment due to poor information exchange channels.
In as much as the use of the social media in the recruitment process offers the job seekers many opportunities, it also has many limits to the jobseeker. The jobseeker has the task of making comments, posts and the entire role of maintaining and ensuring that their profiles look good in the eyes of the target employers thus will always try to give the best knowledge. This is a dangerous practice especially in cases where the information may leak to the public or to the parties which may be having bad intentions.
Also, the information found certain job seekers may not be correct. There are cases where the information on the jobseeker’s profile is not the actual reflection of who they are and thus, undermining the reliability, accuracy, and efficiency of this recruitment method (Reiners, 2013, pp. 4576-4585). This is evident because there are many cases where the applicant’s accounts are hacked by malicious people who post inaccurate information about the job seekers. Therefore, the job seekers who have ever been victims of identity will have difficulties proofing the right information to the employers (Stoughton, 2013, pp. 73-88). Therefore, social media recruitment can also affect the job seekers negatively in some cases as compared to the traditional hiring process.
Conclusion
As a recommendation, the employers need to be specific to what they need when integrating the social media in their recruitment process. This will help to increase the efficiency of the exercise. Also, it is recommended that the employers should make efforts to improve the verification process. This can be achieved through the embracing of multiple social platforms and thus get a chance to compare the information provided.
Regarding the job seekers, it is recommended that they should ensure that their social media platform profiles are up to date. They need to provide accurate information to help the employers obtain any required information from the jobseekers. Besides, it is important for the job seekers to ensure that they stay careful when interacting with the social media platforms. They must ensure that they post comments, posts and other information that cannot defile their picture in the eyes of the recruiters. For both the recruiter and the job seeker, it is recommended that they stay watchful and keep the attention on the media. Also, the parties should come together and come up with laws, rules, and policies for the usage of the social media platforms in recruitment.
In conclusion, most employers are embracing social media as a method of recruitment. The use of social media has some differences as compared to the traditional hiring process. The approach is new and is currently undergoing reforms in its norms, the legislations, and the law. The use of these platforms has a shorter cycle for recruitment unlike in the traditional method. Therefore, as a new approach to hiring, social media presents various advantages and disadvantages to both the employer and the job seeker.
References
Brown, V. (2011). The Writing on the (Facebook) Wall. Use of Social Networking Sites in Hirings Decisions. Springer, pp. 219-225.
Caers, R. (2011). LinkedIn and Facebook in Belgium: The Influences and Biases of Social Network Sites in Recruitment and Selection Procedures. In Social Science Computer Review, pp. 437-448.
Clark, L. (2010). Employer’s Use of the Social Networking Sites. A Socially Irresponsible Practice. Journal of Business Ethics, pp. 507-525.
Clark, L. and Roberts, S. (2010). Employer’s use of social networking sites: A socially irresponsible practice. The Journal of Business Ethics, pp. 507-525.
Davison, H. (2011). To Screen or Not to Screen? Using the Internet for Selection Decisions. Springer, pp. 1-21.
Henderson, M. (2013). Silences of ethical practice. dilemmas for researchers using social media. In Educational Research and Evaluation, pp. 546-560.
Kilpatrick, R. (2013). Social media – a panacea or recruitment? The Structural Engineer, pp. 38-39.
Kluemper, D. (2013). Social Network Screening: Pitfalls, Possibilities, and Parallels in the Employment Selection. Emerald Insight, pp. 1-21.
Loiacono, E. (2011). Why Virtual Job Recruiting Is Not Well Accepted by Generation Y? – A Case Study on Second Life. In Human-Computer Interaction, Users and Applications, The Lecture Notes in Computer Science, pp. 245-254.
Lorenz, B. (2014). If I Do Not Like Your Online Profile I Will Not Hire You! Springer, pp. 429-439.
Madera, J. (2012). Using social networking websites as a selection tool: Role of selection process fairness and job pursuit intentions. International Journal of Hospitality Management, pp. 1276-1282.
Madera, M. (2012). Using social networking websites as the selection tool: The role of the selection process fairness and job pursuit intentions. International Journal of Hospitality Management, pp. 1276- 1282.
Malherbe, E. (2014). Field Selection for Job Categorization and Recommendation to Social Network Users. International Conference on Advances in Social Networks Analysis and Mining. Paris, pp. 588-595
Melanthiou, Y. (2015). The Use of Social Network Sites as an E-Recruitment Tool. Journal of Transnational Management, pp. 31-49.
Nikolaou, I. (2014). Social Networking Web Sites in Job Search and Employee Recruitment. International Journal of Selection and Assessment, pp. 179-189.
Parry, E. and Wilson, H. (2009). Factors influencing the adoption of online recruitment. Personnel Review, Vol. 38, No. 6, pp. 655-673
Pate, R. (2012 ). Invisible discrimination: Employers, social media sites and passwords in the U.S. International Journal of the Discrimination and the Law, pp. 133-146.
Plummer, M. and Hiltz, S. (2009). Recruitment in Social Networking Sites: A Theoretical Model of the Jobseekers’ Intentions. AMCIS 2009 Proceedings, pp. 176.
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Roberts, S. and Roach, T. (2009). Social networking web sites and human resource personnel: Suggestions for job searches. Business Communication Quarterly, pp. 110-114.
Sanchez A., Levin, A. and Del, R. (2012). Blurred Boundaries: Social Media Privacy and the Twenty-First Century Employee. American Business Law Journal 49(1), pp. 63-124
Sinha, V. (2013). A review on changing trend of recruitment practice to enhance the quality of hiring in global organizations. In Management, pp. 141-156.
Stoughton, J. (2013). Examining Applicant Reactions to the Use of Social Networking Websites in Pre-Employment Screening. Springer, pp. 73-88.
Thew, D. (2008). LinkedIn – a user’s perspective. Business Information Review, pp. 87-90.
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