The document discusses how social media is changing recruitment processes. It outlines traditional recruitment methods like job postings and employment agencies. Social media allows recruitment to reach a large pool of candidates quickly and cheaply through platforms like LinkedIn, Facebook, and Twitter. While social media has benefits like low costs, fast hiring, and employer branding, it also has disadvantages such as being time-consuming, lack of control over content, and potential for discrimination. The document examines pros and cons of social media recruitment from employer and candidate perspectives.

1. Presented by:-
Divya suri
12d286
d.e.i. study center, ellora

2.  Social media is changing the landscape of recruiting.
 Social Media has a good potential in recruitment the right candidates
for companies.
 Social media is employ web- and mobile-based technologies to
support interactive dialogue and introduce substantial and pervasive
changes to communication between organizations, communities, and
individuals.
 With the advent of social media sites such as LinkedIn, Facebook
and Twitter, naukari.com, Monster recruitment procedures have
been dramatically transformed.

3.  To know up to what extent does the use of Social Networking
Sites leads to effective recruitment.
 To compare the traditional recruitment process with e-
Recruitment and also discuss the advantages and disadvantages
of e-Recruitment.
 To analyse the potential of e-Recruitment and the challenges
faced by it.

4.  Secondary data:
 Internet

5.  It follow an online recruitment channel for hiring their candidates,
and selection is done on the basis of campus written test.
 Online recruitment replaced the traditional method of recruitment.
 ICICI Bank invites all employees from every field for the vacant
and asks their candidates to prepare their resume properly, because
they have to upload their resume first while applying online.

6. Traditional Recruitment Methods
 Local Employment Office Postings:- Many organizations
have employed recruitment methods which are based on
postings at local unemployment offices.
 Temp Agencies
 Internal Hiring:-Company often promotes employees who
are already part of the organization into the positions for
which they are hiring.

7. The Power of Social Media
 It is quite common to use the services of social media, when you are
recruiting today, since it is both inexpensive and allows you to form a
vast pool of potential candidates, within a very short period of time.
 Social media websites such as LinkedIn, Facebook and Twitter have
communities where potential employees submit their resumes and
credentials in the hope of landing a job.

8.  In the past, to recruit employees, originations would simply
advertise opportunities in the local press; engage a
recruitment consultant or, more recently, post jobs online via
the company website or on popular job boards.
 This ‘passive approach’, many claim, is on the way out.

9.  Today, with the advent of social media, hiring managers and recruiters find
that they need to be more proactive in their approach, by engaging with
talent across a wide range of social networking platforms.
 Essentially, companies and recruiters need to be where their candidates are
in order to engage them in the recruitment process.

10.  As social media technology continues to evolve and become
more widespread, it presents an exciting opportunity for the
recruitment industry over the next decade.
 Recruiters are beginning to look at ways in which to extend their
services to the mobile device through the development of apps,
or taking advantage of it.
 It is worth noting that innovations such as these are generally
being used to recruit within the sectors that gave birth to the
technology namely the digital media and creative sectors

11.  PROS
 Cost effective – social media hiring is low cost and often
free.
 Fast – there are many examples of employers using sites
such as LinkedIn to make ‘quick’ hires.
 Employer branding and retention – there is a plethora of
social media tools online for companies to promote the
employer brand effectively to prospective hires and current
employees.

12.  Time consuming – too much information for companies who want
to conduct a detailed and robust search. This is where recruiters can
help.
 Lack of control – managing brand outposts is tricky and inevitably
negative content will slip through the net.
 Transparency – how reliable is candidate information online?
 Discrimination – personal information could lead to employers
being influenced by factors like race, religious views and age.
 Limited – ultimately the candidate can decide what information they
are willing to share.

13.  There are a number of reasons why organizations use social
media outlets as part of their recruitment strategy. The first is to
source candidates.
 Social media recruiting is a cost-effective way to source
candidates.
 Gone are the days of having to pay a premium to advertise in a
newspaper and hope that a group of candidates will see the job
posting.
 Now, social media outlets offer “reasonable” pricing for job
postings that reach high volumes of job seekers, and even passive
candidates.

14.  From the employer viewpoint:
 The hiring pipeline (screening, interviewing, etc.) is often
fairly unreliable at separating the good candidates from the
bad.
 References are almost worthless now, as people have
stopped giving bad references.
 Mismatch between hiring schedule of employers and
candidates means that often when good candidates are
available, job vacancies aren't.

15.  Finding a company you want to work for is hard
 It's hard to tell what a company's culture is like internally
before you work there.
 Salaries are blinded; often companies give no indication of
the salary of a role.
 Most of these problems are fundamentally information, so
it's certainly feasible that the internet could be used to
tackle them.

16.  Social Media sites carries with it the distinct advantage of enabling companies
to reinvent themselves- Internally to employees, as well as externally as a
means of sourcing the best talent.
 Recruiters, who try to make a decision on potential candidates ruthlessly based
on what they get about them online run the risk of rejecting outstanding
candidates, managers overlook that SM profiles are not well structured
resumes.
 The most successful use of social media lies not only in researching the
integration.
 Awareness should be created amongst employees about advantages of these
social networking sites.