Problems faced by HR department for selecting employees through social media in India
- MRES Research Proposal
- By Harsh Ravani
- Student NO- 2329071
Table of contents:
1- Topic identity
1.1- Research aim
1.2- Research objectives
2- Literature review (Background)
2.1 Creation of social media and its demand in the world
2.2 Companies that are using social media as tool for recruitment and selection of employees.
2.3 Which websites are used by these companies?
2.4 Important Phases of Recruitment and selection through social media.
2.5 Advantages of recruitment through social media
2.6 Challenges faced HR department to recruit and select through social media
2.7 Challenges faced by HR department in India
2.8 Summary
3- Research
…show more content…
- To identify the strategy to overcome this challenges.
- To identify failures and success rate in recruiting and selection of employees.
- To identify which social websites they use to advertise their vacancy.
Background (Literature Review)
2.1
Creation of social media and its demand in the world.
“We enter a new world.” ( O`Rielly, 2007). There is no harm to posit that since last few years’ social media has influenced globalisation. All changes taking place in the world involves Globalisation. More and more changes in organisation, more competition, more marketing strategies, more trends, more employees & employers. There has been vital need to acquire use of social media to recruit and select employees in the company. An origin of IT revolution has influenced this new system of recruitment and selection to a wider extent. In this competitive world firms are facing big challenges but the solution is very less. These challenges have been identified as being talent shortages, globalization, competition and technological improvement. (Johnson, 2000; Kronos, 2003; Simphal, 2004).
An origin of IT revolution has already replaced the traditional way of recruitment. In past days before the invention of social websites the organization
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.
Using social media to determine and find prospect employees is not ideal. The requiring of passwords can lead to discrimination. Social media passwords allow employers to profile their prospective employees. Profiling employees can cause an employer to change decisions towards their prospects, instead of treating everyone equal. “Research shows that employers are discriminating based on what they find on social
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
This source is Social Media in Employee Selection and Recruitment journal which demonstrates impacts of the social media on the player’s
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
When using social media as a recruitment or marketing tool it is important to set some
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
Social media is becoming an increasingly common feature of the world of work and this trend looks set to continue. This application of communication technology or computer mediated tools have developed rapidly in our lives. Survey such as that conducted by CIPD (2013) have shown that while only a quarter of UK employees use it in their professional lives, this increases to 42% among employees aged 18–24. The innovative operation mode of social media has not only successfully drawn the attention of industry and academia, but has also boosted user growth, especially in the younger generation.
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,
In the past few years, social media has become a powerful influence as a new marketing tool. It is still relatively new, but it continues to be a part of marketing strategy for various industries. According to the article "Integrating Social Media into the Workplace: A Study of Shifting Technology Use Repertoires." By Walden, Justin, this study demonstrates that social media is used routinely, employees are distracted from tasks and threatens of personal privacy. The learning curve is still pretty high for most companies. Knowledge by professionals is through trial and error as social media marketing evolves more over time. There are many challenges businesses are faced with everyday plus managing the use of social media. It can be overwhelming and frustrating for companies understand this confusing network of navigating social media in the workplace.
The only requirements for online recruitment is access to a computer and the internet. All the documents used in the process of recruitment are in the form of soft copies. The online system can be accessed from anywhere at any time therefore is a universal tool which is highly useful for both recruiters and potential employees (Foster, 2005). Different digital means are used in online recruitment to carry out the required procedures to employ the most competent candidates.
In today’s digital world it is crucial that companies evolve and adjust to the new technologies around them. Competition is stronger than ever, and does not only include the competition amongst consumers, but also the competition amongst job applicants. Traditional recruiting methods are a thing of the past thanks to new technology, and it is not only up to the job applicant but also the company to present themselves as desirable. How an organization conveys themselves to applicants is a part of the new e-recruiting process, and is the most important aspect in generating human capital. Thanks to the internet, the recruiting process has been expedited allowing companies to sift throw applicants at a record speed. E-recruiting and its process is a new innovation to the human resources department, but creates a list of advantages and disadvantages when using the process.
Traditional paper-based recruitment process of using job advertising is long process. First the applicants have to be identified, then the HRM team has to attract the applicants (select the recruitment source, and place the ads in the various sources), process the incoming applicants and finally communicate with the applicants (Holm, 2012). The communication process involves informing the applicants about the prescreen results and arrange interviews with the candidates that were narrowed down. When partaking in e-recruitment, the communication process is slightly different. The processing of incoming applications is performed at the same time as attracting applicants. The works in the favor of the organization as well as the candidate as the process is shorten and less costly. One if the highly divisible tasks which emerged with the spread of the internet and e-recruiting is that of maintaining career websites. The findings of the e-recruitment process consists of three major steps: attracting, sorting, and contracting candidates (Holm, 2012).