Question:
Describe about Social Media Recruitment: Research Study?
Primary as well as secondary research will be undertaken so that the researcher can collect complete information about recruiting through social media. A detailed insight about the research that was undertaken is discussed below.
The researcher started with the secondary research so that they can understand the thoughts of other researchers on social media recruitment. They researchers will undertake studies through newspaper, journal and magazines. This is a new trend in recruitment; hence, lot of information will be available about social media recruitment for secondary research.
Primary research will also be undertaken so that the researcher can understand from the recruiter as well as the candidate. The researcher spoke to the recruiters to understand their motive and experience with using social media recruitment. This allowed the researcher to understand the efforts that are put in by the recruiter on social media to get the right set of people. On the other end, the researcher also spoke to some IT professionals so that they can get an idea on how the IT professionals perceive about recruiting through social media. The researcher will try to understand the perception that people form when they look at job openings on the social media (Konrad 2013).
The researcher used both the methods of research so that the research can be perfect but there were certain limitations. Few of the limitations that the researcher faced while they undertook the research are as follows: –
The time period required to complete the research was more than what the research got one. The researcher needed some time to look for better studies but they didn’t have extra time available to them.
All the recruiters were not willing to talk the tactics that they use for recruitment on social media. Getting the required information from the recruiter as well as the candidate was a challenge.
The research was very qualitative in nature and hence, the researcher wouldn’t collect maximum information based on the facts and numbers (Pempek 2009).
Sources of recruitment from social media
If an organization is planning to undertake recruitment from social media then they need to be sure of the source from where they are planning to hire. They cannot just hire from any random social media website. There are plenty of websites but choosing the right one is very important. Few of the social media websites that can be trusted for the purpose of recruitment are discussed below.
Facebook is the place wherein people from different corners of the world are present. People share their personal profiles and they exchange messages with their friends. The recruiters can create pages wherein they can post jobs that will liked by people from particular profile. Recruiters can also request the friends and friends to friends to share the job openings so that more and more are aware of the existing openings.
Blogging is also one of the other social media that can help the recruiter to get access to profiles that aren’t shared on the job portal. If there are plenty of recruiters then the recruiter can motivate their colleagues as well to do job posting on the blog. This will help to attract more candidates (Jovanoviv 2012).
LinkedIn is one of the most professional social media websites where people upload their resume and get in touch with people who they think can be value adding to their career growth. The recruiters can connect with people who possess the skills that the recruiter is looking. Apart from that, the recruiters can also message the candidates about the opening that they possess. Interested candidates will revert back with the resume and this can be value adding to the recruiter.
Twitter is also one of the best places where the recruiter can look for people who will match their requirement. The recruiter should ensure that the number of people who are following them on Twitter is more so that a lot of people will get to know about the opening.
Lastly, the recruiter can also use YouTube. YouTube is one of the best websites where people can share videos. The recruiter can upload attractive videos about the company and also the existing job opening. This will help the recruiter to attract the candidates towards the company. The recruiter will have to put in efforts so that they can create an attractive video and at the same time, they will have to ensure that a lot of potential candidates are viewing the video that is shared on YouTube (Hamade 2013).
If the recruiter has decided to opt for social media platform for the purpose of recruitment then they will have to stick to a process. If the recruiter is not in sync with the process then they will not be able to hire right candidate. The process that would help any recruiter to source right resume from social media are discussed below.
There are plenty of social networking sites so the recruiter will have to choose a social media that they think will best meet their requirement. The social media website will be considered to be appropriate to hire IT resumes. The recruiter cannot look for electrician on social media websites. There may be specific websites wherein people from a particular industry will discuss about the problem that they may be facing. This is one of the best ways by which the recruiter can reach the right set of people.
On the social networking site, the recruiter will come across plenty of people who are looking for a job but the recruiter cannot just randomly shortlist any resume. The recruiter should take time and only shortlist the perfect resumes so that the candidates can go for the interview and crack the interview if they are smart enough.
If the recruiter is posting a job advertisement then they should ensure that applying for the job is simple. If the recruiter thinks that the candidates will put in efforts to apply for the job then they are wrong. The recruiter will have to understand and accept a simple fact that the candidates on the social media site may not be desperate for a job and hence, they may not put in efforts to apply for the job.
The job advertisement that you have placed on the social media website should be attractive. The advertisement should sell the company so that the job applicants are willing to be a part of the company. Even the best of company will not be able to attract candidates through social media sites if they post one-liner job requirements (Fusco 2012).
There are various reasons due to which social media recruiting is considered to be better than that of the other types of recruitment. Few of the reasons due to which social media recruitment should be opted by the companies are discussed below.
Social networking sites are the place where people can meet and hence, even if few of the people get to know about the open position then they can pass on the information to their friend. There are more than 900 million people available on social media and hence, the recruiter can be rest assured that they will be able to easily close the open position.
If a recruiter works on any particular kind of positions then they can connect will all the possible professionals in similar kind of profile. If the recruiter is good with connecting then they need not put in efforts to close any position. They can just place a job advertisement on the social media site and they will see plenty of applicants. The recruiter can just line up the candidates whom they think is suitable for the position.
If the recruiter is using social media for recruitment then they can be rest assured that they can target the right set of people. One may not get to know about the kind of person that one is recruiting when it is done through job portals or internal database but that is not the case with social media target. This allows the recruiter to target right set of people rather than that of just hiring someone for the sake of it (Buzzetto 2012).
There are various benefits of social media recruiting and hence, the companies are motivating the recruiters to do so. Few of the benefits that the company will gain if they undertake recruitment through social media are discussed below.
Social media is the place where people ensure that they spend at least some time of their day. If the company opts for recruitment through social media then they can build a brand image. The potential candidates will see the name of the company repeatedly and then they may collect information which may be beneficial to the recruiter as well as the company.
Social media is one of the most cost-efficient ways by which recruitment can be undertaken. If the company buys a job portal then they will have to pay for the subscription. To stay ahead in the competition, they will have to pay for multiple portals and not just any one single job portal. Social media networking is available for free of cost.
If the organization is planning to do IT recruitments through social media then they are rest assured that they are hiring the best quality resources. The people who use social media networks are considered as early adopters and also smart with the work that they job and hence, the recruiters can be confident enough that they are hiring the best available people.
Recruitment through social media is much quicker than that of recruitment through other sources. The number of people who check social media sites regularly are high as compared to people who check the job sites. The recruiter can close the position quickly (Bennett 2010).
Few of the recommendations that would help social media recruitment to be far better than what it is today are as follows: –
1. The recruiter can create a separate recruiter profile so that people can get to know the kind of recruiter. The recruiter can be friends with people on social media network so that people can share their job requirements. The recruiter will help the candidates as well as the company to look for something that best matches with their requirement.
2. If the recruiter is not sure about the seriousness of the candidate on the social media network then they can ask the candidate to take an online test. Online test is time consuming and hence, only serious candidates will take up that test (Article 2012).
Conclusion
Social media recruiting will be the future of recruitment. Today, in job interviews, the recruiters are asked about their comfort with recruitments from social media network. The recruiters will have to undertake social media networking so that they can increase their market value. On the other end, the candidates will have to look for social media than job portals so that they can get the job that they want.
References
Article, 2012, Dermatology and social networking sites, Indian Dermatology online Journal, Vol. 3, No. 3, pp. 211
Bennett, J, 2010, Workplace impact of social networking, Property management, Vol. 28, No. 3, pp. 138-148
Buzzetto, N, 2012, Social networking in undergraduate education, Interdisciplinary journal of information, knowledge and management, Vol. 7, pp. 63
Fusco, S, 2012, Location-Based Social Networking: Impact on Trust in Relationships, Technology and society magazine, Vol. 31, No. 2, pp. 39-50
Hamade, S, 2013, Perception and use of social networking sites among university students, Library Review, Vol. 63, No. 7, pp. 388-397
Jovanoviv, J, 2012, Social networking, teaching, and learning, Interdisciplinary journal of information, knowledge and management, Vol. 7, pp. 39
Konrad, E, 2013, Cultural Entrepreneurship: The Impact of Social Networking on Success, Creativity and innovation management, Vol. 22, No. 3, pp. 307-319
Pempek, T, 2009, College students’ social networking experiences on Facebook, Journal of applied developmental psychology, Vol. 30, No. 3, pp. 227-238
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