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. In the past companies would rely on placing a want ad in the local newspaper or in a widely circulated industry magazine or journal, then they would wait for the applications and resumes to arrive via mail or hand delivery. The “old recruiting paradigm, aimed primarily at active candidates, was predominantly a ‘spray and pray’ method. The tools of the trade were want ads, paper applications, resumes, phone calls, face-to-face networking, and so forth. Employers sprayed want ads across pages of print media, and job seekers sprayed large numbers of resumes in the direction of potential employers; both prayed for good results.” (Joos, 2008) While these met...
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...HR professionals, but can be a dangerous ‘foe’ when used inappropriately.” (Davison, Maraist, & Bing, 2011) As long a recruiters apply uniform reviewing techniques social media can be successfully to help in hiring qualified individuals that will meet the needs of the company.
Darragh, R. (2012). Recruiting Risk: Hiring Via Social Media Channels. Compliance Week, 9(97), 49-57.
Davison, H., Maraist, C., & Bing, M. N. (2011). Friend or Foe? The Promise and Pitfalls of Using Social Networking Sites for HR Decisions. Journal Of Business & Psychology, 26(2), 153-159.
Joos, J. G. (2008). Social media: New frontiers in hiring and recruiting. Employment Relations Today (Wiley), 35(1), 51-59.
Selvam, A. (2012). The recruiting network. Social media sites, tools become increasingly popular on both sides of job search. Modern Healthcare, 42(31), 36-37.
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