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Impact of social media on hiring
Impact of social media on hiring
Critical analysis of social media on recruitment
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The social media platforms are very dynamic, constantly changing the way people interact and live their daily lives. In recent years social media platforms such as Facebook and LinkedIn have been penetrated by companies all over the world for recruitment purposes. Companies are looking to social media to find top quality talent for their organizations. But with platforms shifting, what developments can we expect from social media platforms that enhance the way recruiters and job seekers find occupations? LinkedIn is the primary professional platform that recruiters and job seekers use today. LinkedIn is doing very well in the market but they are not content with their position. One of the developments that LinkedIn is currently working on is going mobile. LinkedIn recently launched their mobile applications and CEO Jeff Weiner has high expectations. According to an article by Kurt Wagner, Weiner expects 50% of LinkedIn visitors to come via mobile devices in 2014. Users who visit LinkedIn via mobile device are 2.5 times more active than their desktop counterparts. More activity on L...
The “bring your own device” style is having many effects on enterprise operations. From enhancing employee productivity to reducing IT cost, once a business adopts a BYOD solution, it can find its operations completely transformed. Sheila Johnson said “Were seeing a change in the make up of PCs versus Macs that are not employee owned, but company owned. We are seeing a shift toward Macs. Sheila Johnson mentioned that some 40% of their employees, including a large portion of their contractors who work there at the headquarters are on Macs, and they’ve seen 11% quarter over the growth of that platform. She also stated how business needs to be ready to adopt whatever devices employees want to use, from IPhone to Chrome books. Second, the choice of device needs to be compatible with whatever the business is using as its desktop computer. By investing in remote access and HTML client solutions, businesses can avoid compatibility issues altogether and focus on providing employees with the rich mobile
It is essential for organization to hire the right mix of people for their organization to run efficiently and effectively. All positions hold the key; even though every position is not that of an executive or manager. According to Silzer and Dowell (2010), whether a company succeeds or fails is determined by its talent. This writer believes with the global and technological expansion of the 21st century talented people will always be in demand. …“Collins (2001) suggests that having the right people comes before having the right strategies” (p. 3); as a result, this writer believes that organization will remain competitive with their internal and external quest for talent.
Wright, Aliah D. SHRM Research. "How to Use Social Media to Find a Job. 1 January
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...
Compared with the rate of many decades before, the rate of mobile usage is zooming these days. The developments of general economy and technology revolute peoples’ life styles and bring mobile business into a new page. Nowadays, business trends could still make a huge difference in those mobile companies.
Social media allows people to keep up to date with their favourite elite athlete’s social media accounts. It allows others to keep up with the score, leader boards, and depending on the sport it allows people to keep up with other things. For example social media also allows people to view athletes Instagram, face book and titter pages. The topic is “is social media good for sport” and in this essay I will be discussing the disadvantages and the advantages of sport in social media.
Social media is an imperative public relations tool for companies to utilize in their business practices. Social media cannot be regulated so anyone can say what they please about the company, whether it is good, bad or ugly. Social media is developing rapidly and there are new platforms
Should employers be using social media to make a decision about a future employer? Employers using social media to make decisions about future employers is something that shouldn't be done. It shouldn't be done because an online profile is not meant to be an online resume on social media. Another reason why it shouldn't be done because everything that people post and see on social media isn't always true. It is also a bad idea for employers to use social media to make decisions about future employees because what a future employee may post they can possibility post something and another person will take it the wrong way and it could be effective to the person.
Some companies may prefer text messages, emails, instant messaging or a phone call. Even webinars are frequesntly used to bring a team together quickly for a disscusion. Now visualizing a more broad spectrum of mobile business technolgy, apps have
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...
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.
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.
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...
“Recruiting and Marketing are Top Benefits of Social Media.” HR Focus 87.1 (2010): 1: S1. ProQuest Research Library. Web. 24 Apr. 2014.
Kukreja, A. (n.d.). Mobile Application Trends and the Impact on Mobile Platforms. Retrieved February 25, 2014, from http://www.eeherald.com/section/design-guide/mobile_platform_trends.html