Role Of Social Media As A Paradigm Shift

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.

As stated in the literature review, social media is considered more exponential than the traditional one (Cover, 2004). This exponential change seems to have escalated to the point where almost all recruiting is done online, with some opinion that even job sites will diminish in upcoming years. Leader-Chivee and Cowan (2008) reported that this has changed the face of industry alongside the face of social networking in general, while interviewees also had recommendations for improvement of social networking for business practices. In the minds of the experts, making an online solution that is not limited to the features of sites such as LinkedIn or Facebook is the best option.

The professional recruiting industry is a challenging environment where radical transformations are occurring. New recruiting trends are emerging. Social media is also changing the landscape for hiring managers and human resource departments. With all the changes in the recruitment industry, to prioritize the job candidate by providing job applicants with the information that is most important to them based on their employment history, work experience and career ambitions. Employers appreciate the partnership approach used is in their best interest is paramount. (About the Recruiting Industry)

Going off of what Qualman said about business in social media. Hannaa, Rohma, and Crittenden (2011), suggest that while companies recognize that they need to utilize social media they do not full understand how to do it effectively. Without being able to use it effectively it defeats the

One recruitment method that Ohio Bath Solutions uses to recruit talented employees is social networking. Social networking is growing in attractiveness as a recruiting method. It is an effective method to seek out both young and experienced business professionals. Greg Wright (2015) contends that by using social networking, [organizations] can easily tell job seekers why [their] company is a great place to work or why [its] benefits or office locations are better than those of competitors” (para. 4). One social networking site that is a great resource for recruiting is Linkedin. Linkedin is a site for business professionals. It enables its users to set up professional profiles. Profiles include the user’s photo, resume, professional networks, affiliations, and interests. The

Social media provide information about the job applicants that organizations would like to assess the person-job and person-organization fit. However, the validity of this practice has not been

Organizational use of social media today has shifted the course of business in profound directions, ranging from communications to operative functions such as: marketing, sales, and human resources. This report will explore the understandings of social media integration into the common workplace. It will discuss the many ways organizations take advantage of social media to enhance both external and internal communications. For example, tapping into key demographics is an integral aspect of adapting to newfound modes of digital media. In order to ensure maximum effectiveness of social media engagement, organizations oftentimes consult the help of varying tools. By combining statistical research findings and qualitative research, this report will highlight the effects of social media on communication, marketing, HR, and overall organizational culture. Several examples will be shown throughout the report to reinforce the research findings. Furthermore, the report will draw conclusions regarding social media integration into organizations by showcasing their strengths and weaknesses. The topic of this report is essential in order to analyze business operations and organizations’ versatility in response to continuously emerging social media.

23. Jawahar Babu K.V.S.N and B.Muniraja Selkhar, IOSR Journal of Business and Management (IOSRJBM) ISSN: 2278-487X Volume 2, Issue 5 (July-Aug. 2012), PP 01-05 www.iosrjournals.org

This case was written by P. Indu, under the direction of Vivek Gupta, IBS Center for Management Research. It was compiled

One amongst the most important developments has been the emergence of data and Communication Technologies that has shifted marketers’ focus from ancient channels to broadcast their electronic messaging to additional digital ones. Recruitment has followed the same path. Recruiters primarily use bulletin boards or post Associate in nursing announcement within the job section of the newspaper so as to announce new positions. But today, employers are more and more victimization shopper selling techniques to draw in prime talent. In fact, in line with our 2016 world Recruiting Survey, we tend to found that thirty seventh of respondents aforesaid that social media is that the primary supply of finding candidates. This shift towards a ‘digital hiring model’ has seen the standard résumé be displaced by the net footprint of candidates that showcases their skills and experiences. Jon Bischke, chief operating officer of enlisting package company Entelo dead encapsulates this, spoken language “twenty years ago, the resume was a chunk of paper. Now, it’s a set of all [candidate] information that may be found on-line, like participation in on-line communities, conferences and meet-ups. Recruiters will assess whether or not an individual can match, and learn if he or she has the correct skills for employment.”

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,

under the guidance of Prof. Rajesh Vyas in partial fulfillment of the requirement of Masters of Management Studies by University of Mumbai for the academic year 2012 – 2014.

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.

Dr. Suresh Kumar Bhaker, Assistant Professor, Management in Haryana School of Business, Guru Jambheshwar University of Science and Technology Hisar, Haryana

In the partial fulfillment of the requirement of Master of Business Administration (M.B.A.) Program (2002-2004) Hemchandracharya North Gujarat University, Patan.