Future Trends of Web Based Hr

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.

Through their websites, many other companies are incorporating Social Media. Alone in 2010 there have been 2.5 million websites of companies that have incorporated themselves with Facebook. And now so many more companies are also choosing LinkedIn to employee the most brilliant people. The “fastest

A current and somewhat controversial topic regarding the hiring process is employers’ use of social media screening. The most popular sites to be checked are Facebook, LinkedIn, and Twitter and now more than ever, companies are looking on the Internet to see if applicants are active on these social media websites (Swallow). Harris Interactive conducted a survey of 2,303 respondents from February 9, 2012 through March 2, 2012 to find out how many companies used social media sites to check on job applicants. The results showed that 37 percent of respondents indicated their companies used social media web sites to check on job candidates. Sixty-five percent indicated they were looking to see if a job candidate appeared professional and 51

In this article, the information provided by the author, including some of the numbers and statistics given (e.g. “Facebook made $3.2 billion in advertising revenue last year, 85% of its total revenue”, “one study indicating that 70 percent of recruiters and human resource professionals in the United States have rejected candidates based on data found online”, …) lack citation of sources, and thereby are not that credible.

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

Carly Brandenburg practices law and works at the Indiana University School of Law. Her article was published in the Federal Communications Law Journal (2008) and discusses whether or not employers looking for insight on their potential employees are allowed to violate Facebook’s privacy rights. Published in 2008, “The Newest Way to Screen Job Applicants” rings true with the privacy issues of the time; however, looked at from today’s day and age, Brandenburg’s piece seems inadequate because of all the changes that have occurred on social media.

It also gives businesses free advertising and publicity through updates, creation of Fan Pages and applications. Facebook also allows users to keep track of events, join groups, network with people and buy things among the few. Facebook differs by the amount of information other users can view as well as the large amount of applications assessable through the company but is not allowed in China. Facebook is more for social networking while LinkedIn is geared more towards professional networking. Facebook allows users create lists of professional friends so that they can get information to specific people. Both LinkedIn and Facebook can be used to job hunt.

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

However, this practice has been noted to be beneficiary in understanding the character of an employee or student. Going through their profiles would reveal more on their relationships and interactions with other people. This would help organizations get the rightful applicants because an error in this could result in irreparable harm. Even so, as this practice becomes widespread, people would always clean their accounts before interviews to depict the needful and erase the undesired. This way, employers and schools would not gather useful information as the profile would have been customized to impress. Additionally, people could operate Facebook accounts to be used for interviews. Such accounts would contain what would be considered desirable for interviewers. They would have other accounts for normal socialization. Therefore, at the end of it, interviewers who access their Facebook accounts get wrong information on the interviewee.

Social networking sites are a dangerously sharp double-edged sword. Professional sites such as LinkedIn can showcase one’s talents and provide an advantage within a large applicant pool while personal sites, such as Facebook, Twitter, myspace, even YouTube, if used irresponsibly, can make public many aspects of an individual’s private life which can reflect negatively, when viewed by others. The article “Didn’t get that new job? You need a better Facebook score” (Garling) highlights one of the many ways prospective employers can quantify someone based on their social media presence. The article describes a process whereby hiring managers rely on a consulting firm of sorts. This firm provides a score for each applicant based on their social media presence.

Regardless of whether online profile information is on a resume, a recruiter can and probably will access a candidate’s online information. According to a recent Microsoft survey, seventy-five percent of US recruiters and HR professionals said their companies have formal policies that require hiring personnel to research applicants online (Hyatt, 2011). A teleologist would conclude that the recruiter is justified in using a social network profile in decision-making because the profile allows him to make a more informed decision about a potential job candidate. The profile gives insight into personal behaviors of a potential employee, which may not have been apparent during the interview (Ballenstadt, 2010). The end would be getting a model employee, which would justify the use of the social network profile, or the means of obtaining personal information about the potential employee that he did not disclose during the interview (Ferrell, 2011). A teleologist would not have an issue using a candidate’s personal profile information during the hiring process.

Employers invest a great amount of trust and resources when hiring employees. Social media should be used in order to distinguish

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,

Founded in 2003 LinkedIn was one of the first mainstream social networks devoted to business. This social media initially allowed operators to post a profile (basically a resume) and to interact through

Technology has made a tremendous impact on companies’ processes and operational effectiveness. Companies have been reliant with technology for analysis, communication and advertisement vehicle, to name a few. Most importantly, technologies have affected how people find employment and how companies locate qualified candidates. Recruiting for a large number of open positions as well as positions that are difficult to fill because of specific skills has gotten easier through creative and strategic recruiting. Human resources have partnered with company executives to strategically and creatively attract and retain candidates. Strategic recruiting may begin with identifying specific positions to fill, competencies required to fit the organization as well as specific target areas to market open positions. Recruiters may be creative in identifying where to market and how job applicants may locate, typically with the help of technology. Social media is one of the technological tools that recruiters use to both find and attract candidates. Such social media include Facebook, LinkedIn, and Twitter has allowed recruiters to post job openings and connect with their network for find candidates. It is also an excellent way for candidates to learn about companies and open positions particularly with companies looking for multiple candidates to fill several positions.