A Behind-the-Scenes Look on How Organizations Are Advertising Job Openings on Social Media

Many individuals have resorted to social media to connect with friends or strangers alike. Social media has also encouraged people to display private conduct to the public. Many colleges and businesses have resorted to viewing an applicant’s social media for work force readiness. I believe this is a good strategy, because it can eliminate competition in the work place.

Sites such as LinkedIn helps recruiters in recruiting candidates by expanding the reach of their personal networks, contact candidates directly, and manage an array of talent (Schawbel, 2012). With most people being aware that employers do reference their profile for character check, people do believe that employers have the right to view their information in order to learn about the candidates’ personality and to ensure the person is not a liability (Budden, Elkersh, Vicknair, & Yancey, 2010). In conclusion, employers should be using social media only for job-relevant purposes. Employers should take specific steps

In addition, according to one survey, 45% of employers now conduct internet searches on prospective hires and 43% of employers examine applicants’ presence on social media prior to offering positions. Therefore, how HDFS relates to this

Many different avenues exist that can be utilized in the recruitment process. While traditional methods of recruitment such as newspaper advertisements employee referral programs are still be used, many companies, including Fortune 500 companies, are moving towards more technologically advanced avenues such as career opportunity pages on the company website, online job boards, social media, etc. The way an organization presents itself using any of these avenues is essential to the recruitment process as it is the only opportunity for the organization to attract

Utilising social media for business has been a strategy of human resource management in hiring process. Internet and technology has revolutionised the way people live and also led employers to attract and screen potential candidates on social media, such as Linkedin and Facebook (Zamaria C, 2007). The features of online platform make social media become a common method of attracting applicants for human resource function. For instance, the speed and no geographical limits are distinctive features of online recruitment (CIPD, 2010). A survey conducted by the US Society for Human Resource Management found that the number of organisations that reported using social media as an HR recruiting tool had grown from 56 percent in 2011 to 84 percent in 2015 (SHRM, 2016). Some researches reported that the use of social media is an inevitable trend of hiring strategy in the age of Internet; therefore, employers could not ignore the

With the growth in technology, organizations are no longer dependent on the advertisements in the local newspaper to render the perfect candidate for the job. Social medial has provided a vast array of information in both providing sources and methods in the area of recruitment. One source that has been proven to be very helpful and used by the federal government as a primary source of information concerning employees is the O*NET system, occupational information network (Bethel University, 2013). The O*NET system can aid an organization in developing a job description for any level of employment, in addition to suggesting salary ranges for a particular area.

In recent years, analytics is beginning to shape the evolution of various HR processes. With availability of vast amounts of data aggregated from multiple sources including social media channels where prospective candidates usually leave their digital footprint and the ability to transform all that information into intelligence using powerful algorithms, recruiters now have the opportunity to rely more on facts than on intuition before they issue job offers. The same techniques are also increasingly being applied to predict turnover and improve retention rates.

Although the topic of social recruiting has been gaining popularity in the past years, there is still very little research on how to implement successfully a social recruiting strategy. In fact, only a small percentage of the organizations currently using SNSs consider themselves as experts at recruiting through these sites. As seen in Figure XXX when doing social recruiting there is more than meets the eye. Many organizations decide to join these sites to follow trends as they only see what is above the tree, which is the visible part on these sites, and do not realize all the work that has to be done to successfully get there. Such lack of planning can result on a collapsed tree.

Social media gives employers the opportunity to see the true image of how candidates behave in a variety of real social situations, rather than the glimpse provided by the typical 20-30 minute, staged interview, in which the candidate will most likely behave differently anyways due to nervousness or stress. This can give great insight to what it will be like to work alongside a candidate.

The goal of any business is to be successful. Business’ need to hire personnel that can communicate clearly and effectively. This verbiage is noted in job descriptions for both blue collar and white collar jobs. Furthermore, company recruiters are actively engaged in finding qualified personnel, in a diverse job market. Additionally, jobs and potential employees are in global competition; do to technology, which has brought borders closer. One of the technologies, is social media, an internet based application; in which one can share information, ideas, career interests, etc. Facebook,Google+,Instagram, LinkedIn,

The problem is that utilizing technology based recruiting (including Social Networking Sites and Applicant Tracking Software) for selection of candidates may result in a detrimental fit between employee and organization. When considering organizational fit; “The concept Person-Organization Fit (POF) deals with the congruence between the employee’s own personal values and the values of the organization, according to the employee’s perception” (Farooqui & Nagendra, 2014, p. 123). These limitations could culminate into a poor fit, resulting in diminished job satisfaction as well as poor job performance (Farooqui & Nagendra, 2014). The population that is affected by this problem is Human Resource (HR) management. The research will specifically focus on talent acquisition that will reduce problems through strategic recruitment.

In addition, the employment process requires effective communication in terms of the messages to post via advertisements. This is because potential candidates will be attracted by the content of the messages displayed through the adverts. In light of the current technological advancements such as the Internet and social networks, human resource managers would want to utilize such channels to reach many potential candidates across the globe (Lugonja, 2011: 2). This calls for flexibility and willingness to invest in technology where adequate efforts have not been made. However, a multidimensional approach would work better since not all people can access the Internet. In a nutshell, the process of selection and recruitment involves looking for and motivating prospective employees to apply for available job posts. Being a negative process, selection entails scrutinizing the qualifications of candidates that have applied in order to choose only the best applicants for various jobs (Sharma, Khurana, & Khurana, 2009: 17).

In recruiting for the job of Customer Service Representative, the traditional ways of recruiting will be utilized i.e. company website, ads on television, job sites and word of mouth to get the word out about this job. But in today’s day and age, everything has gone electronic or via social media. According to (Headworth, 2015), a study done in 2009,

One of the fastest changing parts of HR is the talent acquisition market as technology advances human resources will need to be much more aggressive with their source and recruit because talent networks, assessment science, social recruiting platforms are constantly being launched (Bersin, 2013)..

The factor providing perhaps the highest deal of complexity to the situation is the rise of new technology and their applications in the field of recruitment. In today’s world, every individual is online. With the help of Social Media sites and blogs, people express their feelings and emotions without keeping any inhibitions in mind. People share their relationship status, the parties that they attended and almost everything else that they encounter under the sky, every day. The usage of web