The document discusses the evolving role of technology, particularly social media, in the talent search and hiring process for companies. It highlights how social media enables job seekers to connect with potential employers and showcases their skills, while also presenting challenges such as discrimination risks and time consumption in reviewing profiles. The text suggests a disciplined approach to utilizing social media in recruitment to effectively expand candidate pools.

1. As technology continues to evolve, it plays an increasingly
important role in the way companies approach the talent search
and the hiring process (Business News). Social media is now
being used by a wide variety of job seekers as well as
employers. Job seekers can search all the information they want
about a company as well as follow them on these social media
sites so they can find out when there is a job opportunity with
them. Some people even go as far as reaching out to those
companies and certain employees who work them and
communicate through their social media profiles. Social media
works for both sides of the staffing process. Social media has
shown that it can open the doors for recruiters to be able to
discover more talent out there and for them to reach out those
people. Social media can significantly expand the universe of
applicants and shed valuable light on job candidates—when a
disciplined approach is used (SHRM). Today’s age – generation
y and soon to be generation z – are so used to having their
social media sites be a part of their everyday life. Most people
from those generations actually use their social media profiles
as their professional portfolios to show potential employers
what they can do and what they can bring to the organization.
Using social media as part of the staffing process is also great
for reaching candidates not in the immediate area. If someone
can find a job through social media and video interviews, they
will more than likely be quicker to make the move versus
moving there and trying to find a job once you get to a new
place.
Some problems and legal implications can be discrimination. By
searching the social media pages, you are seeing what they race
or ethnicity is. It might be a better idea for companies to run a
social media search after already meeting candidates and
conducting face-to-face interview. Another problem can be that
using social media to find potential employees can be very time
consuming. It will take longer to go through candidate’s
profiles than it would through their resumes.

2. Works Cited
"The Future of Recruiting: Major Trends to Watch."
Business News Daily
, www.businessnewsdaily.com/6975-future-of-recruiting.html.
"Use Social Media Smartly When Hiring."
SHRM
, www.shrm.org/resourcesandtools/hr-
topics/technology/pages/be-smart-when-using-social-media-for-
hiring.aspx.