Future Trend in Recruitment and Selection In Today’s world social media techniques and its related networking websites are playing foremost role in communication between people, organization and their members. Social networking applications such as Facebook and Skype assist people and corporations to communicate with each other for social and as a hiring tool. Many young people in the current era are doing their best to build their online networking career healthy and available to all the recruiters (Nigel Wright Recruitment, 2011). Moreover, Social Networking websites for recruiters is a great mechanism to scan applicants in a very short-time, however, it is not stress-free as it appears to be. A well-known survey indicates that many HR- Superiors didn’t hire applicants because of an unsuitable profile picture or comment made on their Facebook page and denying their application on the basis of their way of life that was fairly immoral (Career Builder UK, 2010). Therefore, to eliminate this, LinkedIn now delivers managers a fee based solution that enables them to find the best available applicant that matches their criteria in few seconds. Almost 94% of recruiters are comfortable using LinkedIn for the hiring purpose (John Zappe, LinkedIn dominates social media sourcing and recruiting, 2013). The social media have completely changed the span of recruiting employees; it is now much easier, faster, less costly to hire employees and has saved millions for large corporations, it is very significant for HR recruiters develop e recruitment techniques in order to get the right talent in the organization (Smith and Rupp, 2004.). Moreover, posting the available job ad on the social website rather than on newspapers not just sheltered th... ... middle of paper ... ...ce techniques in recruitment practices. Personnel Review, [online] 35(3), pp.336-351. Available at: http://www.emeraldinsight.com/journals.htm?articleid=1550446 [Accessed 27 May. 2014]. Study-aids.co.uk, (2004). MBA Human Resources Project e-Recruitment e-HR CIPD | Sample Dissertations | Dissertation Topics | Blog. [online] Available at: http://www.study-aids.co.uk/dissertation-blog/index.php/human-resources-project-e-recruitment-e-hr/ [Accessed 20 May. 2014]. Wright, N. (2011). Nigel Wright Group | Social Media on Recruitment and Selection. [online] Nigelwright.com. Available at: http://www.nigelwright.com/ [Accessed 25 May. 2014]. Zappe, J. (2014). Social Media Recruiting Paying Off at Crowe Horwath - ERE.net. [online] Ere.net. Available at: http://www.ere.net/2009/12/22/social-media-recruiting-paying-off-at-crowe-horwath/ [Accessed 23 May. 2014].
Companies used various methods for recruitment, such as online job search engines, job data bases, in house advertising, billboards, employee referrals, and word of mouth. These methods have both caused company growth and company regression. Some methods hinder certain groups from completing an application and others promote an equal playing field for potential recruits. Company’s typically use various metrics to consider employment for available positions. An initial method used by companies is cost-per-hire which contributes to the money spent on recruiting, training, developing, travel costs, and company equipment cost. Staffing efficiency ratio is also a major metric which is the firms recruiting cost divided by the total starting compensation of new
The next step in the recruitment process involves attracting the potential employees, using various methods.
Social media plays many different roles within how it affects a firm’s knowledgeable workforce, job creation, applicants’ active employment searches, triumph deals that improve a company’s reputation and market position, and employer’s competitive benefits and wages (refer to the Appendix). Therefore, Best Buy’s HR must consider social media either as an opportunity or threat after assessing this global trend impact on enterprises.
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...
Recruitment strategies for the company will be arranging the group interaction with talented and interested candidates, handpicking the dream candidates, actively searching the profiles of each candidate, attracting the candidates through different attractive offers (Cohen, & Cohen, 2007).
Social media sites are now finding their way into workplace. Now, social media sites are not just a place where you post photos of your pets wearing cowboy hats. Human Resource professionals now see Twitter, LinkedIn, and Facebook as an avenue for finding and recruiting promising potential employees. A survey carried out by the Society for Human Resource Management (SHRM) revealed that 77% of firms use social media when selecting candidates for positions. (Global HR Research, 2015). However, weighing the benefits and risk of using social media in hiring decision making is a significant risk that professionals advice should be considered when designing a recruitment strategy. According to a research from the Institute for Employment Studies (IES) and ACAS, approximately half (45%) of human resource decision-makers now make use of social media tools when recruiting; with a further 16% planning to do so in the future (ACAS, 2013).
On an HR standpoint, social media have played a huge role into employee recruitment. According to a 2013 survey from the SHRM conducted by Mulvey on social networking websites and recruiting/selection, more than three quarters (77%) of organization reported using social network sites to recruit potential job candidates. The article also stated that 80% of organizations said that the primary reason of using social networking for recruitment purposes was the ab...
Recruiting and hiring for vacant or newly created positions has changed over the past 5 years. Recruiters now have various new options for posting and advertising for these positions. Just as there are numerous ways to advertise there are various ways for recruiters to screen and find potential candidates. In this paper I will explore how social media offers new options that recruiters now have compared to what they had in years past. There will also be a discussion about how recruiters use social media and what needs to be done to avoid legal pitfalls, specifically avoiding discrimination of certain protected classes.
Resources, D. H. (2013, November 19). Recruitment and Selection Policy. Retrieved from The University Of Sydney: http://sydney.edu.au/policies/showdoc.aspx?recnum=PDOC2011/120&RendNum=0
Platforms such as Facebook and Twitter allow users to access company information, photos and employees as well as ask questions and express personal experiences with the company. It also allows potential employees to understand the vibe of the organization and gain a deeper and more personal understanding than a website. However, with social media, it is important to not ove...
Source: CIPD. (2003) HR Survey: Where We Are, Where We’re Heading. Survey Report. Issued: October 2003, Reference: 2872, London: Chartered Institute of Personnel and Development
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...
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.
“Recruiting and Marketing are Top Benefits of Social Media.” HR Focus 87.1 (2010): 1: S1. ProQuest Research Library. Web. 24 Apr. 2014.