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The impact of social media on recruitment

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the article explains the potency of online portals when it comes to recruitment …

the article explains the potency of online portals when it comes to recruitment

this article also consists of comparisons done between different online portals and characteristics per se.

shall turn helpful

Published in: Career, Business, Technology

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  • 1. ROLE OF SOCIAL MEDIAIN RECRUITMENT
  • 2. THE IMPACT OF SOCIAL MEDIA ON RECRUITMENTSOURCE – VEDDER PRICE ARTICLE BYLAURA SACK, SADINA MONTANI, JOSEPH MULHERINANDNIGEL WRIGHT RECRUITMENT REPORT, 2011SITES REFERREDWWW.SCRIBD.COMWWW.GOOGLESCHOLAR.COMWWW.HRCONNEXIONS.CO.UKSOCIAL MEDIA FOR A TODAY IS NOT JUST ABOUT SWAPPING PARTYPICTURES, MUSIC FILES OR DISCUSSING TRIVIAL DETAILS OF A NIGHTOUT.SOCIAL MEDIA IS COMPREHENSIVELY INCREASING ITS SPACE OR CANSAY HIGHLIGHTING ITSELF I N THE PROFESSIONAL ARENA.SOCIAL MEDIA HASBECOME A MODE WHERE ONE CAN WORK AND PLAY SIMALTANEOUSLY.
  • 3. SOCIAL MEDIA AS THE NAME STRIKES WE ALL HAVE IMAGES FLASHING OFFACEBOOK, TWITTER, ORKUT, LINKEDIN AT THE BACK OF OURCEREBELLUM.THE IMPACT OF SOCIAL MEDIA ON THE SOCIETY IS DYNAMICAND HARDCORE.SOCIAL MEDIA ENCAPSULATED ITSELF IN REGULAR ROUTINEOF EVERY INDIVIDUAL WETHER HE/SHE MAY BE FROM A MEDIOCRE FAMILYOR A CORPORATE HONCHO, SOCIAL MEDIA HAS LOOPED IN EVERY ONE ANDALL.AS AN INCREASING TREND ,SOCIAL MEDIA GOT EXTENSIVELY TEETHEREDTHAT IT HAS NOW INVADED CORPORATE FIRMS.CEO’S ,COO’S AROUND THEGLOBE ARE MAKING THEMSELVES DEPENDENT ON SOCIAL MEDIA AS TIMEAND RESOURCES ARE LIMITED AND TASKS IN HAND ARE UNLIMITED .SO JUSTTO MAKE A GOOD USE OF SOCIAL MEDIA AS IT HANDLES MORE THJAN 55PERCENT OF DATABSE OF JOB SEEKERS .THE GROWTH OF SOCIAL MEDIA ISAMAZINGLY PHENOMENAL.COMPANIES NEED TO TAP THIS UNEXPLOREDARENA TO GET IN JOB SEEKERS HENCE IT BECOMES PRIORITY FOR ANY HRHEAD TO FIND ITS PROSPECTIVE COMPETITIVE EMPLOYEES VIA SOCIALMEDIA.SOCIAL MEDIA IS NO MORE A MEARE TOOL TO SUPERVISE THE EMPLOYEESDEEDS IT IS MUCH MORE NOW.RIGHT FROM FRAMINGPOLICIES,ADVERTISING,FOCUSING ON COMPETITORS,GRABBING NEWCUSTOMERS,PENETRATING AND ENTICING BULK MARKETTI NG AND ALSORECRUITING AND STAFFI NG,MOTIVATING,CONFLICT DILLUSION AND LISTGOES ON .“SOCIAL MEDIA AS A WHOLE,IS BECOMING A MEDIUM FOR WORK AS WELLAS PLAY .”THE WORLD IS NOT STATIC ITS DYNAMIC.SO AS TO KEEP ABREAST WITH THEONGOING AND CURRENT SCENARIO COMPANIES ARE MORE INCLINEDTOWARDS HIRING PEOPLE FROM SOCIAL MEDIA AS MANAGERS HAVE THETOOL IN HAND TO JUDGE AND SCAN WIDE RANGE OF TALENT ACROSS SOCIALNETWORKING WEBSITES.“DUE TO USE OF SOCIAL NETWORKING SITES FOR RECRUITMENT, REVENUEOF MONSTER.COM REDUCED BY 31%”-NIGEL WRIGHT,2011
  • 4. THERE WAS AN 82% INCREASE IN THE TIME SPENT ON SOCIAL MEDIA SITESFROM DECEMBER 2008 – DECEMBER 2010-NIELSON COMPANY, 2011MORE THAN HALF OF UK JOB SEEKERS USE SOCIAL MEDIA SITES INTHEIRJOB SEARCH, INCLUDING FACEBOOK (18%) AND LINKED IN (31%)-SIMPLYHIRED.COM.2010SOCIAL MEDIA CAN PROVE TO BE EFFECTIVE AND FAST MODE TO RECRUITPROSPECTIVE EMPLOYEES BUT EVERY COIN HAS IT S TWO SIDES. THOUGHEFFECTIVE IT HAS ITS CONS TO.. WHICH WE SHALL DISCUSSED IN OUR TERMPAPER AND UNDER THE TOPIC “THE IMPACT OF SOCIAL MEDIA ONRECRUITMENT”THE ISSUES PERTAINING TO RECRUITMENT CAN BE LISTED AS1. NO SYNCRONISATION BETWEEN DIVERSITY AND TALENT2. TRANSPARENCY ISSUES3. DISCRIMINATION HIRING4. CONFIDENTIALITY5. EMPLOYER BRANDING AT STAKE6. BUSHFIRE EFFECT7. LEGAL ASPECTSLACK OF SYNCRONISATION BETWEEN DIVERSITY AND TALENTOFTEN IT IS NOTICED THAT THE REALITY IS FAR AWAY THAN WHAT ISDEPICTED ON SOCIAL MEDIA WEPSITES.PEOPLE TEND TO INFLATE THEIRPERSONAL DATA BY ADDING EYE CATCHY STUFF JUST TO LURE OTHERS.THENUMBER OF FAKE IDENTITIES ARE ON A HIGH.IT BECOMES ALLTOGETHERDIIFICULT RATHER IMPOSSIBLE TO TRACK SUCH FAKE IDENTITIES ANDULTIMATELY THIS WOULD DENT AND WASTE ORGANIZATION VALUABLE TIME.TRANPARENCY AND DISCRIMINATION ISSUESRECRUITMENT BY SOCIAL MEDIA ALSO FACES A DRAWBACK OFTRANSPARENCY ISSUES.RE CRUITMENT AND SELECTION MIGHT BE BIASED
  • 5. AS THERE IS NO EVIDENCE TO CROSS CHECK THE AUTHENTICITY OF THERELATIONSHIP BETWEEN THE RECRUITER AND THE RECRUITEE.THERE IS NOWRITTEN APPLICATION FOR JOB SEEKING HENCE RECRUITMENT VIA SOCIALMEDIA ADVOCATES BIASNESS. HIRING BY SOCIAL MEDIA ALSO FACESPROBLEMS OF DISCRIMINATION.A GUY PREFFERD OVER A MORE ELIGIBLEGIRL OR A GIRL PREFFERED OVER A MORE ELIGIBLE GUY,THERE IS NOCONCRETE BACKGROUND TO FAME AND STOP THIS HENCE IT ACTS AS ANEGITIVE CATALYST IN AN ORGANIZATION.CONFIDENTIALITYFOURTH MAJOR ISSUE THAT CREEPS UP IN RECRUITING VIA SOCIAL MEDIASOURCES IS THAT OF CONFIDENTIALITY.PEOPLE OFTEN ARGUES THATSOCIAL MEDIA SOURCE OF RECRUITMENT ALWAYS LACKS PRIVACY ANDCONFIDENTIALITY WHICH SO VERY IMPORTANT IN THE PROCESS OFSELECTION THE RIGHT CANDIDATE TO ACCOMPLISH COMPANY’SGOALS.LEAKAGE OF THE INFORMATION SUCH AS JOBPROGILE,DESIGNATION,SALARY,AREA OF FIELD WHICH REQUIRESCONFIDENTIALITY INCREASES AS ONE USES SOCIAL MEDIA IN RECRUITMENTAS COMPETITORS CAN ACQUIRE THE INFORMATION AND CAUSE SERIOUSDAMAGE TO THE ORGANIZATION AS A WHOLE.EMPLOYER BRANDING AT STAKEIT TAKES AGES FOR AN EMPLOYER TO CREATE AND NURTURE HIS BRANDAND IT TAKES FRACTION OF A SECTION TO DEMOLISH THE BRAND.SOCIALNETWORKING SITES ARE TO BE USED JUDICIOUSLY IN SELECTING THE RIGHTPROSPECTIVE EMPLOYEE.IF THE HR TEAM RECRUITS SOME ONE WHOSHOULD NOT BE ON THE BOARD WHICH IS MORE LIKELY AS THERE IS NOPRIOR TESTS AND INTERVIEWS CAN CAUSE DESTRUCTION OF THEEMPLOYERS MUCH HARD EARNED REPUTATION AND BRAND.BUSH FIRE EFFECTSOCIAL MEDIA FACES ANOTHER CHALLENGE KNOWN AS BUSHFIREEFFECT.GOOD AND POSITIVE NEWS IS SIEVED AND ACCEPTED WHEREAS BADAND NEGITIVE NEWS SPREADS LIKE A BUSHFIRE.PEOPLE TEND TO ACCEPTNEGITIVE NEWS AND ABSTAIN FROM ACCEPTING POSITIVE NEWS.IT WOULD
  • 6. BE HARD FOR AN ORGANIZATION TO COMMUNICATE ITS GOOD RESULTS ANDDEEDS TO THE MASSES WHEREAS ANY WRONG DEED WOULD SPREAD LIKE ABUSHFIRE. IT BECOMES DIFFICULT TO COMMUNICATE WITH SUCH A LARGEBASE AND ALSO AS ENVIORNMENT IS DYNAMIC COMPANIES OUGHT TOREMAIN ON THEIR TOES AND AS A RESULT IT IS DIFFICULT TO KEEP THEPROSPECTIVE JOB SEEKERS UPDATED ON THE REQUIREMENTS AND OTHERMARKETTING STRATEGIES AND POLICIES.LEGAL ASPECTSMOST IMPORTANTLY EMPLOYERS SHOULD BE CAREFULL IN NOT USINGCRITERIAS/INFORMATION THEY WOULD NORMALLY NOT CONSIDER DURING ARECRUITMENT PROCESS.SOCIAL MEDIA WEBSITES INCLUDE S INFORMATIONPERTAINING TO RELEGION,SEXUALORIENTATION,CREED,RACE,ETHNICITY,FINANCIAL STATUS,POLITICALAFFILIATION,NATIONAL ORIGIN,MARITIAL STATUS,GENETICALINFORMATION.MANY OF THESE CHARACTERISTICS ARE PROTECTED BYCONSTITUTIONAL,STATE OR LOCAL LAWS.THE MERE MENTION OF SUCHCHARACTERISTIC DURING THE RECRUITMENT PROCESS COULD BE SUUFICETO ENTANGLE THE RECRUITER INTO COSTLY LITIGATION.ONE OUGHT TO BE CAREFULL, JUST BECAUSE SOMEONE WAS RECRUITED VIASOCIAL NETWORKING MODE THAT DOES NOT MEAN THEY ARE PORTRAYINGTHEIR TRUE AND FAIR PICTURE ALONG WITH THEIR SKILLS ANDBACKGROUNDS.HR PROFESSIONALS SHOULD USE SOCIAL MEDIA AS ASOURCE OF INITIAL SCREENING TOOL AND NOT AS FINAL SELECTION BASIS.MARK SPOGNARDI ,A PARTNER AT ARNSTEIN & LEHR SAYS "PRUDENT HRPROFESSIONALS ARE USING SOCIAL MEDIA AS AN INITIALSCREENING TOOL,BUT STILL CONDUCTING FACE-TO-FACE INTERVIEWS AND TRADITIONALBACKGROUNDCHECKS," HE FURTHER ADDS "SOCIAL MEDIA ARE SUCH NEWPHENOMENA THAT WE DONTREALLY KNOW BREADTH OF LEGAL PITFALLS,"

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