The Impact of Technology on Business

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

Technology has come a long ways over the last ten years. Gone are the days of filling out a paper application for employment. Most companies have converted to the new trend of webcast, blogs, and online applications. Recruiting companies do not have to work as hard getting applicants, because online social media has made the steps a lot easier. Social media has changed the way we communicate across all levels. For example, Linkedln has given recruiters a tool to search out future employees, and an added benefit for applicants, who can network in order to find better employment or simply better opportunities. Recruiting is still a cost to the employer; however this new trend of blogs and webcast enable companies to improve their effectiveness when recruiting future employees.

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

Technology has made numerous advances in my lifetime and has become a part of our everyday life. Technology has become essential to the business world especially in small businesses. This brings up the question does technology fully optimize a small business? This is a rising debate in many businesses, but major corporations hire firms to figure out how to optimize technology in their companies. Small businesses are left to try to compete with this major problem on their own. Technology will help optimize small businesses but with the many advantages of technology there can also be drawbacks to this technology.

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.

Social networking sites are also being used as marketing tool by managers for creating, communicating and delivering values and increasing their geographic span across every possible vertical of the customer segments and helps in brand building. Social media networking sites help employees to stay connected to customers for lasting relationship. Some of the organizations rely on social networking for recruiting people, candidate assessment and these processes reduce the hiring

Technologies have changed a lot in last some years. It has revolutionized the way businesses are conducted now be it electronic marketing or the way supply chain management is conducted now or online retailing and marketing. Online retailing is wider or newer form of retailing. So we can define it as ‘sale of goods and services using through Internet. ‘It can be said as B2C business model where business sells goods to final customers through Internet.

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).

When it comes to the social media mostly used in human resource and people recruitment, according to (SHRM, 2013), the vast majority of those surveyed organizations using social media in recruitment used LinkedIn (94%); followed by Facebook (54%), Twitter (39%), and less than 10% of the organizations were using other social media like Google+, YouTube, Pinterest, FourSquare, etc. Surprisingly, Instagram was even not mentioned. In hiring process, most companies use social media either to recruit candidates by posting job openings and engage candidates to encourage them to apply for the job, or, they use it to check the backgrounds of the candidates in order to make sure that the candidate’s qualification meets what is told by his / her CV, and matches the requirement of the specific position.

Business technology has revolutionized the means corporations conduct business. Tiny businesses will implement business technology and level the enjoying field with larger organizations. Tiny businesses use computers, servers, websites and private digital merchandise to develop competitive benefits within the economic marketplace. Tiny business homeowners ought to contemplate implementing technology in their designing method. This permits homeowners to make operations victimization the simplest technology obtainable.

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.

To start, this paper will consider three changes that have become or are occurring in organizational life in the business world generally today. These include changes in information systems, changes in gender status and relations, and finally changes in the physical work environment. In the first place, Valacich & Schneider (2014) mention a change in mindset among business managers. They state that formerly, business managers did not favor information systems (IS). The notion of IS was an evil that needed to be dealt with as quickly and painlessly as possible. However, the attitude towards technology has changed. According to Vlacich & Schneider (2014), managers now are interested in and even enjoy IS. They have discovered new methods for implementing and innovating information systems for business. However, this nevertheless remains a challenge for some people. Hence, one change is the attitude and use of IS, with various responses but a turn to the positive.

What does the human resource information system look like in the future? It is hard to find an accurate answer for me. Every year, thousands of HRIS specialists trying to predict the future trends of HRIS and, of course, their prediction differ. However, despite of what prediction they had made, I think social media will play an important role in next few years. In this paper, I will try to discuss what social media means to human resource and discuss three major players in the field---Facebook, LinkedIn and Twitter.

Social media isn’t just for recruitment, by the way. Social media sites allow for a great level of communication. With consumers, a company can use these sites to keep them in the loop, answer questions, and simply interact with