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. The internet has opened new avenues for companies in regards to finding new candidates for filling vacant of newly created …show more content…
Susan Sholinsky, an employment lawyer at Epstein Becker Green, comments on using only social media and how this could be type discrimination. “This practice may have a disparate impact on certain minorities, who are statistically under-represented on professional social media sites.” Not only are minorities an area of concern but there is also a potential age bias. “Some research has suggested that younger individuals may be less concerned about privacy than prior generations. Thus, members of younger generations might be more accepting of the use of these sites to recruit. Further, if older generations are less technologically savvy or have more limited access to the technology, they may consider recruiting through these sites to be less acceptable.”(Davison,Maraist, & Bing, 2011 ) Again there is the potential for hiring discrimination to occur, although this may be unintentional, the practice of posting and recruiting for jobs through social media channels is a balancing act of finding the perfect candidate while also not discriminating against any groups that are protected under the civil rights act. Gone are the days when recruiters are faced with a mountain of applications and resumes and then sifting through them to find the best match and then having the “first impression” interview. Often recruiters are searching social media sites using key words to find candidates and to research candidates that have already applied to see what outside of work activities they participate in and to see if they will fit in well with the company
Media: Media advertising will give exposure to all types of candidates, from experienced to non-experienced. Jobs can be advertised in all sorts of places from newspaper ads to job postings online on job sites like Careerbuilder.com and Monster.com. The down side to this type of advertisement is that it involves quite a bit of leg work to weed thru the multitude of applic...
For example, Rosen states, “According to a recent survey by Microsoft, seventy percent of U.S. recruiters report that they have rejected candidates because of information found online,” (Rosen, Para. 3). Most of the time it is a necessity for companies to do online and background research on candidates because of wanting a safe environment to work in. Social media sites are the fastest way to see who a person truly is. But sometimes it can just be a character they posses because that’s what they’re followers want to see rather than their true self.
Along with its focus on business interaction, our conception that while time spent on Facebook and Twitter is wasted compared to when spending on LinkedIn hides its side effect. Although LinkedIn provides job opportunity as well as connection and motivation from the peers’ messages of congratulation, like nonprofessional networking, comparison is evitable. Additionally, searching for jobs offer and waiting for response, building their professional profile are sources of
Randolph, S. A. (2012). Using Social Media and Networking in Health Care. Workplace Health & Safety, 60(1), 44-44.
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).
Gale, S. (2013). In e-recruiting, there’s a new recruit in town. Workforce Management, 92(8), 8.
In summary, the introduction of the internet has completely altered the way employers hire, how individuals seek out work, how employees feel about their current employer, and how companies manage human resources. The utilization of an on-line recruitment service has become a necessary, as well as very effective way, to organize and manipulate the information available to both employers and employees adequately in today?s job market.
A. M. Kaplan and M. Haenlein, ‘Users of the world, unite! The challenges and opportunities of Social Media’, Business Horizons, vol. 53, no. 1, 2010, pp. 59-68.
O'Shea, Kellie A. "Use Of Social Media In Employment: Should I Hire? Should I Fire?." Cornell HR Review
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.
In today’s society, social media has become such a big part of our daily lives, affecting not only our “social” lives, but our works lives as well. Social media in the workplace can be a valuable tool for businesses but it can also cause serious problems on the job. Employers are faced with the need to develop social media policies that allow the company to secure the positive benefits of social media use while minimizing the negative effects. Problems occur when employees abuse the ability to have Internet access for personal use during work hours, post inappropriate things which negatively affects their online presence, or issues can easily arise in the hiring process. Employers must decide if the use of social media outweighs the potential
Many believe that social media is essential for being employed for a high paying job, such as a lawyer or doctor, but it’s very far from that.
Due to the internet’s explosive growth within the past few decades, it is far more simple to find someone with a social media profile rather than without. A few years ago, many would have found the idea of ones potential boss searching through their online profile to discover who that person is when not in an interview ridiculous. This is a fact that every individual leaving college and looking for a job in his field needs to take into consideration. Social media is no longer just a platform to catch up with old friends and share cute cat photos. Social media is a vital tool in the post college job hunt because can display qualities that a resume does not, ones friends list show a great deal about his personality, and although social media
When it came to innovation for recruiting a large number of highly qualified people in a relatively short amount of time, an Atlantic City organization called Borgata Hotel Casino and Spa notably did. This creative organization faced the requirement to hire at least 5,000 employees, for all positions in order to support a 2002 room casino and resort. They resourcefully came up with a “recruitment campaign that resulted in 30,000 well-qualified job applicants.” They even deployed a “mobile unit that took teams of staffers to the streets of Atlantic City with laptops, bringing applications directly to the public.” Schadler, J. (2004). This was an impressive hybrid idea to me and a great use of today’s technology.
...oose from, however sorting through applications to remove unsuitable ones can be time consuming. The other negative is that you are only going to get people that are actively seeking. This is why they don’t just use this method. Another method is using social media. This method is effective because of how popular social media is today. It generates a wide reach and you can set it so certain people will see it, for example people living in certain areas, people of a certain age etc. This is very useful for NatureCare as they are looking for university graduates of at least 4-5 years ago. They can advertise to certain regions, or even people that have attended certain schools, such as UC. Social media recruiting is effective because it is not a high cost compared to traditional advertising and the hiring time can be reduced greatly.