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Concept of social media for business
Concept of social media for business
The impact of social media on business performance
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Social networks are increasing dramatically every year. Employers are turning to social networks because it is a tool to screen job applicant’s profiles. According to a survey conducted by jobvite.com (2013), 94 % of employers use social media profiles to recruit job applicants. This trend assists the applicants and recruiters. Job applicants should be judged by their social network profiles because social media give positive image about the candidate, prove the information in the resume, and help to identify if the person fits the culture of the company or not. Social network profiles are the most essential tool to judge job applicants because it reflects a good image of the job applicants. For example, if the company is recruiting a writer, it would be better to choose a person who has a blog web page in a blogging website such as Word-Press that shows and reflects his/her ability in writing. In addition to that, a Human Resources manager can check this person’s Facebook and Twitter in order to see his/her grammar and writing skills. This information provides accurate and complete picture about the candidate. (Fish & Lee, n.d). Moreover, social network profiles can prove the application as it shows applicant’s participation in many fields. For instance, when a recruiter enters person’s blog that includes art and design work, it will show his/her passion to work as a designer in the company. Therefore, it is important to judge applicants based on their social media profiles because it shows a good image of the person. It is important to know if the person would fit the company’s culture or not. Companies check social network profiles to make sure that this particular applicant can be expected to fit the culture of the organizati... ... middle of paper ... ...if the person is in the right place and fits the culture of the organization Works Cited Fish, G., & Lee, T. B. (n.d.). Employers, Get Outta My Facebook. Retrieved from Businessweek: http://www.businessweek.com/debateroom/archives/2010/12/employers_get_outta_my_facebook.html Jobvite. (2013, June). Social Recruiting Survey Results. Retrieved December 11, 2013, from jobvite: http://web.jobvite.com/rs/jobvite/images/Jobvite_SocialRecruiting2013.pdf Schawbel, D. (2012, July 9). How Recruiters Use Social Networks to Make Hiring Decisions Now. Retrieved from Businesstime: http://business.time.com/2012/07/09/how-recruiters-use-social-networks-to-make-hiring-decisions-now/ Should You Use Facebook to Pre-Screen Job Applicants? (n.d.). Retrieved from boltinsurance: http://www.boltinsurance.com/news/small-business-tips/should-you-use-facebook-to-pre-screen-job-applicants/
This specific article addresses the implications of “online social networking and how they transcend disciplinary actions and reputational harm” (442). Fleming begins her argument by paralleling the transformative properties of the invention of the telephone years ago to social networks today (440). Students’ online identities come at a price, allowing job recruiters, school administrators, ...
Alfred Edmond Jr. wrote the article, Why Asking for a Job Applicant’s Facebook Password is Fair Game. In the article he assessed and argued that you should provide your potential employer with your Facebook password because nothing is ever really private. Edmond effectively persuades the reader to agree with him by uniting his audience and establishing his credibility, providing scenarios that toy with the reader’s emotions, and by making logical appeals. In addition to making these appeals he successfully incorporates an informal tone that further sways the reader to grasp the essence of his argument. These are the elements that make Edmond’s argument valid and persuasive. He is able to convince us that providing a possible employer with something that is private such as our password will ultimately be beneficial for everyone in the situation.
Social networking is a concept that has been around for a long time than the Internet. People have always been able to work together in a team. Social networking has come to users using the internet to communicate in various different ways. This focuses on creating a ground for social networking and collaboration. Social networking is about everyone in the society where it has become self-sustaining and created further growth leading to human social interaction. A social networking site has allowed users to post their profiles and create personal details for exchanging information with other users (Weaver and Morrison, 2008) [1]. In early stages, social networks have become the most frequently used tools. “Facebook is currently the largest online social network. Its business model is based on the analysis of user data to display customized advertisements. However, the data collection induces possible privacy concerns which oppose perceived benefits. Information privacy concerns are important aspects for the intention not to use Facebook but it is outweighed by perceived usefulness”. (Becker and Pousttchi 2012, pg.187) [2].
If you were asked for your Facebook password, what would you say or do? Job applicants cringe to the idea of sharing their social media activity history with their potential employers. However, is it really as bad of a breach in privacy than people think? Does the right to privacy mean anything shared online should be kept confidential? Interestingly, just as applicants have the right to say no to this query, employers have the right to ask. To some employers, the benefits of surveilling potential job candidates’ Facebook activities outweigh the concerns for personal ‘online’ space. Employers must be allowed to ask for Facebook passwords when deemed necessary in order to not only hire the best candidate for the job, but also to protect children
Do you find a way to accommodate both, or find a center between the two? Mutual Leonard, a 29 year old said, “culture can be a source identity, Mormons with pioneer heritage, for example, say my grandmother walked across the plains. I'm not giving up my religion for anything. This is my identity.” Society and someone’s culture can plan youth for adulthood, they prepare young men to be men through ministry obligations in a congregation. In my opinion, the only way reconciliation will occur when you concentrate on something beyond yourself. All through this completive employment market with a specific end goal to get a leg up look for advancement through online assets have gotten to be gigantic; it's beginning to end up to a greater degree a standard system for the hiring party to survey your Face book page, Twitter, or LinkedIn profiles a standout amongst the most vital inquiries work seekers can ask nowadays is how searchable am I? Hanaike said, “If you want to get noticed, or if you want someone to see your qualifications, you have to show them, lest you get swept away with the tide." Sites like LinkedIn are utilized online networking WebPages for experts. “Numerous bosses audit competitor's LinkedIn profile as a screening procedure to find out about applicant's instruction and work history, aptitudes, supports, suggestions, proficient affiliations and the sky is the limit from there.” Still today, millennials, are trying figuring out how
...n social sites fits their company’s culture or not, less than half wants to know about the qualifications of candidates online and others look for reasons not hire candidates from their social media sites,”. Employers screen profiles of job seekers and existing employees, pictures depicting their life styles, the kind of comments they make online-whether discriminatory or not, their communication skills, and for any form of image degrading information on their social media sites. They make choices as to their ideal candidate highly based on the information gathered online about their identity. Meeting requirement or standards of an employer online is virtually the same as passing a “face to face” interview with a well drafted résumé. The online identity that the youth gradually build from been a teenage to a job seeking adult determines their fate in the job market.
Social media’s usage in employment decisions has emerged as a contemporary problem in Employment Law for several reasons. The first reason for this trends development is the excessive usage of social media websites. According to a recent Pew report 65% of adults who use the internet have a social media presence in some form. (Hidy 70) With that in mind employers have begun to use the information found within a social media website to obtain information they do not otherwise get on a resume and in an interview. These web pages can give the employer and insight into the true nature of an applicant. However employers need to approach the information on social media websites with care as these sites are easily manipul...
As older siblings, friends, and cousins were denied position at school and in the work force, we realized that adults and employers had found Facebook. Our uncensored character was on display for future bosses, colleges, etc. and they were there to stay. Instead of references being the test of character for a job, it was the online identity that determined whether or not the application got even a second glance. In light of this revelation, we changed. Our Facebooks no longer reflected our true selves, but rather the person that we thought colleges and employers should see. Much like hiding our dirty laundry from prying eyes in the halls of high school, we could no longer wear our proverbial hearts on our internet sleeves, for the future was at stake. Much like what had once been the Old West, the internet was now connected with railroads—each leading back to the offline person. Tame and orderly.
Human resources will wield social media as an opportunity to scout for new talent, display to the marketplace they are an employer of choice, and to connect with employees, vendors, stakeholders, and customers to answer questions and give feedback on performance, products, and service.
In today’s world, many people find means of communication and staying in touch through social networks. Immediately, everyone’s lives are at your hand, whether through Snapchat, Twitter, or Facebook. The popularity of social networking Web has even encouraged people to share some of their most private print and visual information. The information that is being put out is out there publicly and leaves a trail that anyone can trace even college admission officers and potential employers. Colleges may use the network as a way to look deeper into the person in search of any potential red flags.. And while potential employers use it for the same purpose, they also could use it to get to know the prospective employee on a personal level that would not be found in an interview. College admissions officers and potential employers choice of checking social networking profiles is an acceptable practice.
The way future candidates view social media has evolved drastically over the past ten years as technology has evolved. From websites like LinkedIn to Twitter, each website provides a unique opportunity for employers to view a future candidate. According to Media Bistro/Infographic, “92%of companies” use social media as an initial step to recruit future candidates. Another statistic Media Bistro/Infographic provides is that 73% of employees hire using social media and 20% of employers say it takes less time to hire via social media. What do these small statistics mean? Majority of the time if recruiters use social media, it is like an extra step to background checks and screenings before the interviews. Social Media allows for employers to have additional information of their prospective candidate before hiring. These statistics show that employers look at a person’s profile based on the information that is public or accessible; yet the employer uses that decision to hire the future candidate. Based on what a person post, there are heavy consequenc...
Hiring an individual is simple, but getting the right individual takes a lot of effort and this makes a big distinction. The finest workforce gets the work done, they are bliss to supervise and assist the organization’s development. Recruitment focusing on merely employing warm bodies could result in headaches and unexpected setbacks. Sudden hire might need hours of management and time used up in control, retraining in addition to terminat...
The use of social networking has both its advantages and disadvantages. One advantage is “an Internet social network can help you connect with other people who share your interest, and find resources to ga...
With the elevation of the digital age and the surge of social media, social networks have exploded. With the growth of the Internet, a large number of social media networks used for communication have emerged. There is no doubt that social media is the new phenomenon and have drastically changed our global and local communications. Social networking sites which are synonymous with the term “social media” is defined as “web-based services that allow individual to (1) construct variations of a public or private profile with a system, (2) articulate a list of users with whom they are connected, and (3) view and crisscross their list with their shared users (Lasora, Lewis, & Holton, 2011).
Deepa S. D., Chopade, N., & Ranjith, P. V. (2012). Social Networking Sites — A New Era of 21st Century. SIES Journal Of Management, 8(1), 66-73. Retrieved February 8th, 2014, from EBSCOhost