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.
It is ultimately the employer's decision if an employee gets hired or not. Although, social media still seems to have an effect on recruiting employees. These sites can offer real insight about the employee and validate if the employer is making the right selection choice. The popularity, advantages, disadvantages, legality and the future all of social networking all influence many companies currently and show why it is valuable to hire employees through using it. In the future, the process of selecting employees through social networking could become a more regular process such as filling out an online application.
“Social Media is participatory online media where news, photos, videos, and podcasts are made public via social media websites through submission. Normally accompanied with a voting process to make media items become popular” (Evans, 2012).Social media can have a very big impact on the reputation of a company. Because we are living in an age of information, people could be easy to get some important information from social media. Every day, people use social media for work, shopping or fun. So, if a company wants a successful marketing strategy, it must make good use of Internet.
Retrieved from: http://www.huffingtonpost.com/2012/04/20/employers-use-facebook-to-pre-screen-applicants_n_1441289.html U.S Senate. 113th Congress, 1st Session. H.R. 537, Social Networking Online Protection Act. Government Printing Office, 2013 U.S Senate.
Nevertheless, if one wants people to share the content, then one has to earn the attention of the people by produce astonishing stuff. Moreover, this will attract individuals to you and even induce people to share that information or pictures with other people. Second, one can create an own website that has online content that people care about will drive a business such as videos and blog posts. (17) Third, companies can send emails about entertaining, valuable and customer focused information. To sum up, social media, creating your own website and sending emails are several ways that it can engage a person to respond in a positive manner.
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 jobs. Companies now have their own websites where they can list current job opening. In addition, there are multiple job boards such as monster.com and hotjobs.com. There’s even the option of social media sites such like Facebook, Twitter, and LinkedIn where companies can post information about their company and current job offerings.
The program will allow employees to gain and retain the skills to become competitive in today’s market using social media concepts. RPZ will also hire a social media professional, as a consultant, who would be able to start the educational process and the continuing education program. Employees will participate in online courses to sharpen and stay on top of interpersonal, marketing and online skills. Frank Kasimov, of BusinessLenderMatch.com, says, “You can build on the traditional way of marketing and greatly increase your customer base and your company’s bottom line.” The former Genaflek employees would also have a vital role in training. They will introduce the former RPZ Social Media Analytics and new employees to systems and approaches used in traditional
Businesses need to cater to the public’s wants and needs, and now those wants and needs are met by social media and telecommunication. For many companies, these application tools can provide new ways of communication with potential and new consumers, employees, suppliers and other connections. The applications offer companies the opportunity to speed up the pace of business in our already fast-paced world while establishing the message the company wants to convey, strengthening a company’s relationship with their customers and furthering facilitation of a continuous conversation abo... ... middle of paper ... ... some special modifications specific to social media. This includes training their employees with the utmost attention to their understanding of the topic at hand. The sooner a company grasps the virtual world of social media and its users, the more successful they will be in the fast-paced, changing environment social media provides.
These platforms were essential in Ucok’s research, resulting in higher response with marketing campaigns proving “the importance of social media in marketing strategy and communication” (Ucock, 2014, p. 95). 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... ... middle of paper ... ...ence, education and publications. She has been published in Advances in Consumer Research.
With this information in mind, Best Buy will need an HR strategy and action steps to address the role of social media within the corporation. Best Buy’s Human Resources Strategies for Social Media 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. • The human resources department and the information technology (IT) department will collaborate to develop a social media page with success story videos of current employees for job seekers to view and get a feel for the Best Buy culture (Anson, 2012). • Both HR and IT will create live interactive pages for applicants to test run available positions, take feedback surveys about those openings, and live chats with HR personnel about the company as a whole (Anson,