Social Networking Sites and Online Recruitment

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My MIBA thesis presentation about using social networking sites for recruiting by Enas Wahdan @ Ecole Supérieure Libre des Sciences Commerciales Appliquées (ESLSCA)
04 - Dec- 2010
Cairo , Egypt

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Social Networking Sites and Online Recruitment

  1. 1. SOCIAL NETWORKING SITES & ONLINE RECRUITMENT Presented by : Enas WahdanESLSCA 28 Supervised by : Dr. Ahmed Shalaby
  2. 2. Contents2 • Introduction • Research Methodology • Literature Review ◦ Research Problem ◦ Social Networking Sites ◦ Research Questions ◦ History of social networking ◦ Research Sample websites ◦ Method of data collection ◦ Most popular social networking sites • Research Findings and Analysis ◦ Social Networking Usage ◦ Recruitment ◦ Survey Results ◦ E-Recruitment "Online • Conclusion and Recommendations recruitment" ◦ Social Recruiting 2
  3. 3. Introduction3 • This research aim to investigate the concept of social recruiting from the perception of both organizations and job seekers. • Investigate if they could accept to switch from the traditional methods for recruiting to this new trend by researching existing literature from a range of sources and by conducting primary research among the users of social networking sites. 3
  4. 4. Literature Review4 Social Networking Sites ◦ Social networking sites defined as web-based services that allow individuals to (1) construct a public or a semi-public profile within a bounded system, (2) articulate a list of other users with whom they share a connection, and (3) view and traverse their list of connections and those made by others within the system” (Boyd and Ellison 2008 ). ◦ Social networks are online communities of people who typically share a common interest or activity. ◦ They are powerful in their ability to facilitate communication. ◦ SNSs users create profiles describe their interests and activities, using it to connect with friends. 4
  5. 5. Literature ReviewHistory of Social Networking Websites• First hint of SNSs was witnessed in 1997 through formation of sixdegrees.com• Creation of Live Journal in 1999.• Cyworld Korea , Lunar Storm Sweden & Ryze.com San Francisco in 2001.• Friendster 2002• LinkedIn & MySpace 2003• Facebook 2004• Bebo 2005• Twitter 2006• Google Buzz 2010 5
  6. 6. Literature ReviewMost popular Social Networking SitesFacebook “2004”• Facebook platform helps people communicate more efficiently with their friends, family and coworkers.• More than 500 million active users, average user has 130 friends; People spend over 700 billion minutes per month on Facebook and its currently attracting most of the traffic among its competitors.Linkedin “2003”• Linkedin is an interconnected network of experienced professionals from around the world.• Linkedin has over 80 million members in over 200 countries ,Executives from all Fortune 500 companies are Linkedin members.• Its a professional network of trusted contacts gives an advantage in career path. 6
  7. 7. Literature ReviewMost popular social networking sites Twitter “2006” • Twitter is a real-time information network that connects its users to the latest information about what they find interesting. Simply find the public streams, find most compelling and follow the conversations. • Twitter has 175 million registered users. 95M tweets are written per day. • Twitter connects businesses to customers in real-time. Businesses use Twitter to quickly share information with people interested in their products and services, gather real-time market intelligence and feedback, and build relationships with customers, partners and influential people. 7
  8. 8. Literature Review Social Networking Sites Usage(1) Most used social networking sites globally and time spent on eachsite (2) 8
  9. 9. Literature Review9 Recruitment • Recruitment is the process of attracting individuals on a timely basis, in sufficient numbers, and with appropriate qualifications, and encouraging them to apply for jobs with an organization • Recruitment must be done efficiently to increase the organization productivity and to avoid consequences of poor recruitment such as “employees turn over , high direct costs, a disruptive effect on the use of managerial time. It also affect the morale, motivation and job satisfaction of staff and on the level of organizational performance and customer satisfaction”. • Recruitment traditional methods differ depending on organization’s budget, type of required candidate and type of position ◦ Internal recruitment ◦ External recruitment ◦ Employee referral ◦ Print Ads. 9
  10. 10. Literature Review10 E-Recruitment “Online Recruitment” • E-recruitment, also known as online recruitment , internet recruiting or cyberecruiting refers to the practice of advertising job vacancies online, and the formal sourcing about jobs online. • It uses the power of the internet to match people to jobs, where organizations advertise vacancies on either job sites or their own websites. • Its highly effective in attracting large number of applicants with lower costs and it saves time. • It offers a direct communication between both candidates and organizations, where candidates information are available, and that would facilitate recruiting process. 10
  11. 11. Literature Review11 Social Recruiting • Social recruiting is when companies and recruiters use Facebook, Linkedin, Twitter and 80% of companies Plan to recruit using SNSs other social media sites to source and recruit candidates for employment. 46% of respondents Plan to spend more on social recruiting • Social recruiting gives the employers a wider range to hunt for talents, provides increased 36% Spend less on job boards opportunities for prospective employees. 38% Spend less on third party • On social networking sites, the employers find recruiters a lot about a candidate before contacting them 71% of respondents Are hiring now for an interview. 35% Ready to hire Now as their • social recruiting considered to be a new business is booming marketing strategy for HR departments on organizations and a potential way of marketing 92% of actively Use or plan to start recruiting job seekers them selves on these communities to hiring using SNSs be haunted. 86% use linkedin,60% use Facebook,50% use Twitter • Jobvite social Recruiting Survey 2010" showed Jobvite survey results 2010 that : 11
  12. 12. Research Methodology12 Research Problem • This research mainly focuses on understanding the social networking sites nature and the factors that has contributed to the success of social networking sites as an effective marketing tool and a way of communication in the present time, also to investigate how it can be used by organizations to enhance online recruitment activities and to identify the perception of users engaged by this approach. 12
  13. 13. Research Methodology13 Research Questions • How do social networking sites members perceive the organizations approaching them through SNSs? • How social networking sites can be used by organizations to enhance online recruitment activities? • What are the perception and opinions of SNSs members and recruiters about social recruiting approach? ◦ Do they find it effective to be used? 13
  14. 14. Research Methodology14 Research Sample • The sample chosen for this research included mainly social networking sites members such as Facebook, Linkedin. • The sample varied between recruiters, HR managers, HR specialists and job seekers from different levels "juniors, seniors and executives" whos seeking new jobs, or aiming to change their career path using SNSs " and at the same time members of job groups on each Facebook and linkedin. • The sample includes 157 respondents. 14
  15. 15. Research Methodology Method of data collection• Questionnaire designed for both Job Seekers & Recruiters.• The questionnaire consists of 24 questions , including 2 open questions.• Categorized to four parts , first part is general part to define the demographics of respondents and their profiles second part about internet usage, third part about SNSs and finally forth part about recruitment and social recruiting approach.• Questionnaire was sent in form of web self completion survey via email and using Facebook and Linkedin groups. 15
  16. 16. Research Findings and Analysis Survey Results Age & education level are two important factors influence the adaptation of respondents to social recruiting as a new trend. The highly rate usage of social networking sites among respondents will allow the spreading of the new idea about switching to social recruiting Results showed that high rates of using SNSs can be used by both job seekers and recruiters to communicate and get right feedbacks in no time. SNSs members and their profiles are the best way to find active and passive job seekers as long as they are qualified. Organizations presence on SNSs considered to be an essential tool of marketing and communication. 16
  17. 17. Research Findings and Analysis17 17
  18. 18. Research Findings and Analysis18 18
  19. 19. Research Findings and Analysis19 19
  20. 20. Research Findings and Analysis20 20
  21. 21. Research Findings and Analysis21 • Passive Job Seeker is defined as someone that is not actively hunting for a job, but would consider a job if considered better" in another wordings " candidates are those who are not actively searching for a job. They are happy in their present position and organization, and are not looking out for a change anytime soon" most of the time they are people between mid to senior levels, many with a high level of expertise in their field, that would give an indicator that recruiters can haunt good talented workers even if they are a passive job seekers by presenting the available vacancies in an attractive way to attract these segment who are searching for certain criteria in their next Job or position. 21
  22. 22. Research Findings and Analysis• They found it positive as recruiters can filter candidates by their profile upon the requested qualifications for the job.• Other found that its positive as the social networking sites support the employer with all information wanted about the applicants through their profile on SNS.• Others found it Negative as they assumed the weakness of this Social networking sites users attitude toward contacting them through SNSs. organization as they used SNSs as a tool to find people. 22
  23. 23. Research Findings and Analysis• They described SNSs as highly active communities , effective communication tool and quick and easy way to reach companies Users contacting organizations on SNSs 23
  24. 24. Research Findings and Analysis• Organizations presences in social networking sites are highly appreciated and useful in the present time as it’s a good tool for marketing, branding and considered to be a wide pool to attract required Organizations using social networking candidates for available vacancies. sites for Recruitment Members recommendations for SNSs use for their companies 24
  25. 25. Research Findings and Analysis Social media usage for recruitment by companies Social Media Usage in different activities by companies 25
  26. 26. Research Findings and Analysis Effectiveness of SNSs role for online recruitment Cost effectiveness of recruiting using SNSsEfficiency of SNSs in recruiting talented candidates 26
  27. 27. Conclusion and Recommendations27 • The aim of this research was to investigate if social networking sites can be used by organizations to enhance online recruitment, also to measure the perception of both job seekers and recruiters whose also are social networking sites users about social recruiting approach , in another wording " Online recruitment through social networking sites "  From both the literature review and survey findings: • Social networking sites are a new trend experiencing a rapid growth, considered to be a perfect place to communicate and interact with people. • Social networking sites are highly used for searching jobs, and also for advertising available jobs by recruiters as it’s a wide pool to attract good and talented workers. • For organizations and recruiters social networking sites act as a good tool to find the requested qualified candidates and that’s because of its nature of sharing information about members. 27
  28. 28. Conclusion and Recommendations28 • From the survey results Managers are opened to the idea of using social networking sites for many activities such as recruiting, advertising jobs for free and paid ads also , and direct sourcing. • Online recruitment through social networking sites " social recruiting" is a new trend perceived as an efficient and effective way by the majority of respondents, facilitate the easy reach for both sides " recruiters and job seekers" • Usage of online recruitment may save time and costs in searching for candidates; they also allow job seekers to apply to more companies and positions. • For those passive job seekers, social recruiting is a better way to reach them from their profiles on social networking sites. 28
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  31. 31. Recommendations31 • Organizations should have a strategy to deal with new trends such as social networking sites in the context of its activities "marketing, recruitment etc" and should benefit from the advantages of these trends. • Social recruiting is an effective way "easy, fast and cost effective" to hunt the qualified candidates and organizations should consider this concept in their hiring plan in order to lower the cost and get the best candidates with the requested qualifications. • Social networking sites is a new trend should be adopted in organizations as it’s an efficient and cost effective solution for many activities in the organization such as marketing, branding, recruiting, public relations and many other activities within the organization. • Further Research • Further research would be conducted to set the strategies organizations should follow in their hiring plan while using social networking sites. 31
  32. 32. 32 Thank You 32

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