In addition to advertising in a local newspaper, we plan to find qualified applicants by expanding our recruiting efforts through the use of online social media. This active approach will improve our search for a future assistant manager because it will allow us to target a variety of eligible candidates who possess the management skills and experience we require. Furthermore, we will save time and money by using this process.
Social media is increasingly being recognized as an effective tool for recruitment, so we are confident that these networks will provide us with success in finding capable individuals to apply for the assistant manager position. According to a survey conducted by the Society for Human Resource Management, social media is a growing recruitment strategy with 84% of organizations actively using it. Additionally, Facebook and LinkedIn are accessed most frequently by employers compared to other media platforms. (Society for Human Resource Management, 2016). To summarize, companies are seeing an advantage in their respected industry because they are able to extract top performers from sites such as Facebook and LinkedIn. These two social networks offer intimate details and job skills via bios, statuses, and various affiliations. Candidates are then refined to meet expectations for certain jobs. The position we are seeking to hire calls for some customer service experience along with leadership and interpersonal skills, and these details can be discovered
Many do not know what problems social media can have in everyday life. The essay “Job Candidates and Facebook” Weidu explains how one self may look or appear professional but a job can find way more than that. Many jobs now hire professional individuals who search out a certain person who applied at a job and do a background check on them. Most of the things that are found about these people are found on Facebook although Facebook might be private they can find anything on a quick search on google. Weidu also speaks about how anything posted on social media will remain
Olivia Perkins writes in “More Than Half of Employers Now Use Social Media to Screen Job Candidates, Poll Says; Even Send Friend Requests”, the do’s and don’ts for creating the perfect profile. According to Perkins, interviewers prefer applicants with social media accounts over applicants without them (line 8), just to give an extra bit of knowledge to who the applicant truly is. This article relates to articles “Student Awareness of the Use of Social Media Screening by Prospective Employers” by Terri Root and Sandra McKay and “The Law and Social Media in Hiring” by Johnathon Segal because all three use a mass number of stats and percentages in their writing. “60 percent are looking for information that supports their qualifications for the
Times are changing, and with that, so are the techniques of recruitment. Companies have had to take on new approaches in order to recruit the new generation. Social media has become a popular way to advertise and market an organization.
Social networks increasingly represent an important tool for professionals who are seeking work and for employers in the hunt for skilled labor.Social Networks Serve as an ally of the job candidate to draw the attention of companies trying to get a replacement, and to facilitate access to career opportunities that were previously hidden from the knowledge of most people looking for employment opportunities.
The benefit of utilizing social media recruitment is the leverage that this mechanism has over traditional methods of recruitment. The problem with utilizing social media recruitment is that the gathering of candidates from Face books other sites may offer a long list of potential candidates which might prove time consuming. The benefit is the younger demographic will offer a fresh and innovative perspective for a company however; the potential problem is the accusation of ageism might deter experienced candidates as they lack the social knowledge of these sites. While, social media recruitment has the ability to lack the quality of potential candidates due to referrals made through LinkedIn as the candidates’ friends/business associates the overall benefit is that a good employee might yield through the contact. The challenge of traditional methods of recruitment is the vetting and screening process is time consuming. The problem with the traditional method of recruitment includes the time spent on each applicant’s personal qualities versus allowing the internet to sort it out. Overall due to the time, cost, retention, and quality the traditional staffing methods have lessened favor for granting and utilizing web-based solutions to find the primary source for higher-quality candidates. Social media allows both companies and candidates a way to conduct research, market themselves, and create a
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
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.
In order to recruit the best possible assistant manager at Panera, we plan on executing multiple recruiting methods including local advertisements, referrals from current employees of Panera, and posting the open position to general job listing sites and the corporate website. Recruiting can be described as “the process of developing a pool of qualified candidates” (Williams, p. 223). We are looking for someone to fill the assistant manager position that is highly qualified and shows an exemplary set of skills. We are going to be looking externally for an assistant manager who can bring in new ideas and perspectives that can make our company thrive since many “establishments that rely exclusively on network hiring tend to be small, less formalized, and in the private sector” (Marsden, 1994). We are going to be targeting employees that we think will fit the job description well which includes being able to complete the tasks, duties, and responsibilities expected of them and that they will fit in along with current staff members.
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,
Even though the practice of using social media to vet candidates is relatively new, there are standards already established for this process. Employers who are hesitant to use social media typically cite fear of allegations of discriminatory hiring practices. To protect themselves against legal ramifications of unfair hiring processes, employers should always consult with an employment attorney to develop policies for gathering and use of internet-based information (“The Facebook Background Check.”) An employment attorney can help
This section describes the detailed architecture of the proposed system. System Architecture is divided into three modules. a) Extracting data from linkedin, facebook and twitter. b) Data Mining and storing refined data in database. c) Generating the digital resume based on the refined data and ranking the candidates. The first module involves digging deep into these social networking sites to find the relevant attributes for recruitment. Priorities are assigned to these attributes based on their importance in evaluating candidates. for example, To recruit a Java Developer, projects and achievements for java are more important than comments related to java. Using various data extraction tools and techniques, data is extracted
The forms and procedures of recruiting have changed drastically in the United States over the years. One of the newer ways potential employers are recruiting is through social media. In a 2015 survey conducted by Society for Human Resource Management, 84 percent of organizations are using some type of social media for recruiting (Maurer, 2016). The study also found that organizations are looking for candidates not actively looking for a new job, or employees also called passive candidates (Maurer, 2016). From Facebook to LinkedIn, social media has been used for networking, branding and reputation, job searching, job posting, and screening potential employees.
A major innovation over the past 15 years is online recruitment. It has enabled employers to extend the range of job candidates to those who previously had been out of the influence of traditional advertising approaches. Platforms that include LinkedIn, Facebook and blogs have been specifically set-up by companies to attract talent. Employers must continue to embrace virtual media tools to their advantage (Adecco,
Almost everyone in developed countries, during this day and age, has social media accounts. There are many platforms of social media including but not limited to: facebook, twitter, instagram, snapchat, myspace, linkedin, etc… And there are many reasons for using these social media platforms such as: keeping contact with old friends and distant relatives, meeting new people and sharing life experiences with people around the globe, or stalking that cute girl at work but never making contact. Among these reasons, and many more is the controversial topic of whether job employers should be able to use of social media to look up applicants. I believe job employers have a right to look up potential employees because doing so would allow them to
Job Advertisement is a key part of any recruitment process, and creating an effective advertisement is crucial for the success of Southwood’s students. Currently Southwood is seeking a French teacher to join their staff. They recently developed a web site through the school’s home page to advertise their open job positions, and to allow electorate applications. Although a web site is a great technology improvement, unfortunately it is not enough to ensure their job positions are fully reaching the right candidates. It is crucial for recruitment processes to improve with technology, and “Eight-three percent of organizations are now using social media as part of their recruitment process” (Blacksmith & Poeppelman. 2014). Instead of posting job position only on the Southwood school home page, it would be beneficial to also post aids on other networking site such as