Due to the fact of the financial and economic crisis, the war of talent is an actual topic across the world. Companies have the challenge of finding the employee that best fits with the company. The searching of finding the right employee is a constant battle between companies and sometimes strategies have to be developed in order to find the appropriate candidate.
I have search and read some studies about the usage in social network in the recruitment process. The purpose of this paper is to get an overview of the problem and know about what is the current situation in that field.
There is not many studies about the topic because as we will see, each company can use different tools according to their preferences or benefits.
1. Introduction
During last years, social networking sites and social media have revolutionized the communication methods, for private use and more and more in the work place.
We live in world with fast changing technologies, which open new opportunities for companies and employees to communicate at work. Due to the growing importance of Internet and the communication tools, the phenomenon of Web 2.0 is long gone, web 3.0 and 4.0 will became the generation of it. The main principle of that type of webs it is the use of Internet and the possibility to help shaping the web.
We have seen that, the number of Social Networking Sites has during last year’s risen enormously and still keeps on rising. The constant change of technology opens new opportunities of communication, however it is leading to huge amount of applications and competence. For this reason, there are few studies about the usage of Social Networking Sites and Social Media tools and recruitment because it is remain a jungle with different tool...
... middle of paper ...
...hose practices and activities carried on by the organization with the primary purpose of identifying and attracting potential employees. (Barber, 1998:5)
E-recruitment is the use of the Internet to attract potential employees to an organization, and can include the use of an organization’s own corporate website as well as the use of commercial job boards (Parry, 2006).
E-recruitment is part of e-HRM (electronic Human Resource Management) and is known as one of the most popular applications used by organizations (Bartram, 2000).
There are variety of options companies have in order to reach the appropriate candidate. They can use general websites like monster.com, headhunter.net or they can use private recruiting exchanges such as CarrerEngine. The option of using the own web page of the company is also a good option because is very cost effective in a long term run.
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).
In the advent of online recruitment and staffing, Chern’s must consider to automate Human Resource practices to sort through a astonishing amounts of applications, to find the most ideal candidate. With over 140 stores and around 19,000 full-time and part-time employees, Chern’s business must face a high yield of applications whenever there is a vacancy. Although Chern’s has access to post openings and can receive applications through email, which will keep cost low, this is not an effective method for Chern’s to track applications for being such a massive business. According to Phillips & Gully: “Using technology doesn’t merely mean using the Internet to source and recruit applicants, though. Databases and analytical software have made it substantially easier for companies to gather and organize volumes of information about applicants and employees throughout their careers,...” (Phillips & Gully,
Gale, S. (2013). In e-recruiting, there’s a new recruit in town. Workforce Management, 92(8), 8.
Recruitment of applicants is an act prior to the selection, which assists to generate a collection of potential workforce for the company to facilitate the management to choose the fitting aspirant for the fitting job from this collection. The chief purpose of the recruitment activity is to accelerate the selection procedure. Recruitment is an endless activity whereby
Today, finding the right candidates has become a big challenge for the organizations as they need skilled and focused employees which are not easy to find sometimes.
Recruitment is a serious issue for an organization and one that ought to be afforded a considerable amount of planning in order to successfully achieve desired outcomes. Recruitment is a costly process for an organization and poorly executed recruitment can result in selecting candidates that are not appropriate for the organization. A poorly executed recruitment can also reflect negatively on the organization’s reputation, which can cost the organization solid future candidates. Due to the cost both in time and in resources, a recruitment process deserves a solid training program that covers a variety of issues. Thought should be given to the topics to be covered in a training program, aids or materials recruiters will need, practical skills to be covered in the training, the person most appropriate to conduct the training, and any additional needs to be considered to ensure the training is most effective in achieving the goal of developing strong recruiting skills.
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.
Recruitment refers to those activities that an organization tries to attract people for applying a job in the organization. From these activities, chances will be given for people to apply jobs from there organization. An effective recruitment should have a right person in the right place at the right time; the main way to attract applicants can be listed as follows, walk-ins, employee referrals, advertising, websites, professional associations, educational associations, professional agencies, E-recruitment and world-of-mouth. Applicants can get some recruit informations form different ways; employees will provide a job description for those who are interested.
The word recruitment is described as the procedure of choosing the workers and then registering them for satisfying the openings in the business. The procedure is employed to distinguish the possible citizens who are appropriate for carrying out a definite job. The procedure endeavors to discover the most excellent individuals for the job. Conversely, selection is a procedure of choosing the individuals by scrutinizing them on diverse standards. Selection is referred to as the preliminary phase or footstep of employment since for hiring the novel workers ' selection is executed first. In addition, no set criterion for the procedure of selection exists. The workers are chosen consistent with the nature of work in addition to because of their skills and proficiencies. Recruitment is carried out in money-spinning way and inside a restricted time phase. For several institutes, it is the key and main action that is executed since the selection of workers is of much significance. Clearly, the employee recruitment and selection takes part in an immense role in preserving the company’s position. Erroneous selection and recruitment influences the overall position and worth of the company. Therefore, Recruitment and selection are the procedures that are linked to any company’s human resource department.
To conduct an extensive recruitment campaign such as Borgata engaged, I would most likely approach it in a similar manner, but with a twist, utilizing the same sort of resources such as “magazines, newspapers, radio, and billboards” Schadler, J. (2004). However, kicking-it-up-a-notch by advertising more widely on the internet, to include internet recruiters would no doubt reach more applicants, on a large scale, and higher quality. These combined ideas can provide a larger scale disbursement of recruitment information to mass numbers of potential applicants and orderly manage the predicted response by funneling it in an organized manner encouraging applicants to apply online. See Using the internet as the application source, this would expedite the recruiting process tremendously. I can remember the day when it took weeks by mail to receive a resume; then a response or phone call; the interview; then the response again. In my experience it can take weeks. By use of modern technology, you could potentially int...
...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.
Nowadays, social media is growing very rapidly throughout the whole world. Social media has changed the way that we communicate with others through using these common social networking sites like Face book, Twitter, and Instagram…For that, social media has positively and negatively impacted our life.
External recruitment may contain managerial and professional applicants which are from the Internet, professional journals, business schools, and executive search consultants. Clerical positions can be find in the newspapers. Skilled and trades employees search jobs on the specialized journals or some professional unions. Unskilled employees can only be found in external recruitment. They may referral by some employees or just graduate form colleges.