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ROLE OF SOCIAL MEDIA IN RECRUITMENT

THE IMPACT OF SOCIAL MEDIA ON RECRUITMENT


SOURCE VEDDER PRICE ARTICLE BY LAURA SACK, SADINA MONTANI, JOSEPH MULHERIN AND NIGEL WRIGHT RECRUITMENT REPORT, 2011

SITES REFERRED WWW.SCRIBD.COM WWW.GOOGLESCHOLAR.COM WWW.HRCONNEXIONS.CO.UK

SOCIAL MEDIA FOR A TODAY IS NOT JUST ABOUT SWAPPING PARTY PICTURES, MUSIC FILES OR DISCUSSING TRIVIAL DETAILS OF A NIGHT OUT.SOCIAL MEDIA IS COMPREHENSIVELY INCREASING ITS SPACE OR CAN SAY HIGHLIGHTING ITSELF I N THE PROFESSIONAL ARENA.SOCIAL MEDIA HAS BECOME A MODE WHERE ONE CAN WORK AND PLAY SIMALTANEOUSLY.

SOCIAL MEDIA AS THE NAME STRIKES WE ALL HAVE IMAGES FLASHING OF FACEBOOK, TWITTER, ORKUT, LINKEDIN AT THE BACK OF OUR CEREBELLUM.THE IMPACT OF SOCIAL MEDIA ON THE SOCIETY IS DYNAMIC AND HARDCORE.SOCIAL MEDIA ENCAPSULATED ITSELF IN REGULAR ROUTINE OF EVERY INDIVIDUAL WETHER HE/SHE MAY BE FROM A MEDIOCRE FAMILY OR A CORPORATE HONCHO, SOCIAL MEDIA HAS LOOPED IN EVERY ONE AND ALL. AS AN INCREASING TREND ,SOCIAL MEDIA GOT EXTENSIVELY TEETHERED THAT IT HAS NOW INVADED CORPORATE FIRMS.CEOS ,COOS AROUND THE GLOBE ARE MAKING THEMSELVES DEPENDENT ON SOCIAL MEDIA AS TIME AND RESOURCES ARE LIMITED AND TASKS IN HAND ARE UNLIMITED .SO JUST TO MAKE A GOOD USE OF SOCIAL MEDIA AS IT HANDLES MORE THJAN 55 PERCENT OF DATABSE OF JOB SEEKERS .THE GROWTH OF SOCIAL MEDIA IS AMAZINGLY PHENOMENAL.COMPANIES NEED TO TAP THIS UNEXPLORED ARENA TO GET IN JOB SEEKERS HENCE IT BECOMES PRIORITY FOR ANY HR HEAD TO FIND ITS PROSPECTIVE COMPETITIVE EMPLOYEES VIA SOCIAL MEDIA. SOCIAL MEDIA IS NO MORE A MEARE TOOL TO SUPERVISE THE EMPLOYEES DEEDS IT IS MUCH MORE NOW.RIGHT FROM FRAMING POLICIES,ADVERTISING,FOCUSING ON COMPETITORS,GRABBING NEW CUSTOMERS,PENETRATING AND ENTICING BULK MARKETTI NG AND ALSO RECRUITING AND STAFFI NG,MOTIVATING,CONFLICT DILLUSION AND LIST GOES ON . SOCIAL MEDIA AS A WHOLE,IS BECOMING A MEDIUM FOR WORK AS WELL AS PLAY . THE WORLD IS NOT STATIC ITS DYNAMIC.SO AS TO KEEP ABREAST WITH THE ONGOING AND CURRENT SCENARIO COMPANIES ARE MORE INCLINED TOWARDS HIRING PEOPLE FROM SOCIAL MEDIA AS MANAGERS HAVE THE TOOL IN HAND TO JUDGE AND SCAN WIDE RANGE OF TALENT ACROSS SOCIAL NETWORKING WEBSITES. DUE TO USE OF SOCIAL NETWORKING SITES FOR RECRUITMENT, REVENUE OF MONSTER.COM REDUCED BY 31% -NIGEL WRIGHT,2011

THERE WAS AN 82% INCREASE IN THE TIME SPENT ON SOCIAL MEDIA SITES FROM DECEMBER 2008 DECEMBER 2010 NIELSON COMPANY, 2011

MORE THAN HALF OF UK JOB SEEKERS USE SOCIAL MEDIA SITES INTHEIR JOB SEARCH, INCLUDING FACEBOOK (18%) AND LINKED IN (31%) SIMPLYHIRED.COM.2010 SOCIAL MEDIA CAN PROVE TO BE EFFECTIVE AND FAST MODE TO RECRUIT PROSPECTIVE EMPLOYEES BUT EVERY COIN HAS IT S TWO SIDES. THOUGH EFFECTIVE IT HAS ITS CONS TO.. WHICH WE SHALL DISCUSSED IN OUR TERM PAPER AND UNDER THE TOPIC THE IMPACT OF SOCIAL MEDIA ON RECRUITMENT THE ISSUES PERTAINING TO RECRUITMENT CAN BE LISTED AS 1. 2. 3. 4. 5. 6. 7. NO SYNCRONISATION BETWEEN DIVERSITY AND TALENT TRANSPARENCY ISSUES DISCRIMINATION HIRING CONFIDENTIALITY EMPLOYER BRANDING AT STAKE BUSHFIRE EFFECT LEGAL ASPECTS

LACK OF SYNCRONISATION BETWEEN DIVERSITY AND TALENT OFTEN IT IS NOTICED THAT THE REALITY IS FAR AWAY THAN WHAT IS DEPICTED ON SOCIAL MEDIA WEPSITES.PEOPLE TEND TO INFLATE THEIR PERSONAL DATA BY ADDING EYE CATCHY STUFF JUST TO LURE OTHERS.THE NUMBER OF FAKE IDENTITIES ARE ON A HIGH.IT BECOMES ALLTOGETHER DIIFICULT RATHER IMPOSSIBLE TO TRACK SUCH FAKE IDENTITIES AND ULTIMATELY THIS WOULD DENT AND WASTE ORGANIZATION VALUABLE TIME.

TRANPARENCY AND DISCRIMINATION ISSUES RECRUITMENT BY SOCIAL MEDIA ALSO FACES A DRAWBACK OF TRANSPARENCY ISSUES.RE CRUITMENT AND SELECTION MIGHT BE BIASED

AS THERE IS NO EVIDENCE TO CROSS CHECK THE AUTHENTICITY OF THE RELATIONSHIP BETWEEN THE RECRUITER AND THE RECRUITEE.THERE IS NO WRITTEN APPLICATION FOR JOB SEEKING HENCE RECRUITMENT VIA SOCIAL MEDIA ADVOCATES BIASNESS. HIRING BY SOCIAL MEDIA ALSO FACES PROBLEMS OF DISCRIMINATION.A GUY PREFFERD OVER A MORE ELIGIBLE GIRL OR A GIRL PREFFERED OVER A MORE ELIGIBLE GUY,THERE IS NO CONCRETE BACKGROUND TO FAME AND STOP THIS HENCE IT ACTS AS A NEGITIVE CATALYST IN AN ORGANIZATION.

CONFIDENTIALITY FOURTH MAJOR ISSUE THAT CREEPS UP IN RECRUITING VIA SOCIAL MEDIA SOURCES IS THAT OF CONFIDENTIALITY.PEOPLE OFTEN ARGUES THAT SOCIAL MEDIA SOURCE OF RECRUITMENT ALWAYS LACKS PRIVACY AND CONFIDENTIALITY WHICH SO VERY IMPORTANT IN THE PROCESS OF SELECTION THE RIGHT CANDIDATE TO ACCOMPLISH COMPANYS GOALS.LEAKAGE OF THE INFORMATION SUCH AS JOB PROGILE,DESIGNATION,SALARY,AREA OF FIELD WHICH REQUIRES CONFIDENTIALITY INCREASES AS ONE USES SOCIAL MEDIA IN RECRUITMENT AS COMPETITORS CAN ACQUIRE THE INFORMATION AND CAUSE SERIOUS DAMAGE TO THE ORGANIZATION AS A WHOLE.

EMPLOYER BRANDING AT STAKE IT TAKES AGES FOR AN EMPLOYER TO CREATE AND NURTURE HIS BRAND AND IT TAKES FRACTION OF A SECTION TO DEMOLISH THE BRAND.SOCIAL NETWORKING SITES ARE TO BE USED JUDICIOUSLY IN SELECTING THE RIGHT PROSPECTIVE EMPLOYEE.IF THE HR TEAM RECRUITS SOME ONE WHO SHOULD NOT BE ON THE BOARD WHICH IS MORE LIKELY AS THERE IS NO PRIOR TESTS AND INTERVIEWS CAN CAUSE DESTRUCTION OF THE EMPLOYERS MUCH HARD EARNED REPUTATION AND BRAND.

BUSH FIRE EFFECT SOCIAL MEDIA FACES ANOTHER CHALLENGE KNOWN AS BUSHFIRE EFFECT.GOOD AND POSITIVE NEWS IS SIEVED AND ACCEPTED WHEREAS BAD AND NEGITIVE NEWS SPREADS LIKE A BUSHFIRE.PEOPLE TEND TO ACCEPT NEGITIVE NEWS AND ABSTAIN FROM ACCEPTING POSITIVE NEWS.IT WOULD

BE HARD FOR AN ORGANIZATION TO COMMUNICATE ITS GOOD RESULTS AND DEEDS TO THE MASSES WHEREAS ANY WRONG DEED WOULD SPREAD LIKE A BUSHFIRE. IT BECOMES DIFFICULT TO COMMUNICATE WITH SUCH A LARGE BASE AND ALSO AS ENVIORNMENT IS DYNAMIC COMPANIES OUGHT TO REMAIN ON THEIR TOES AND AS A RESULT IT IS DIFFICULT TO KEEP THE PROSPECTIVE JOB SEEKERS UPDATED ON THE REQUIREMENTS AND OTHER MARKETTING STRATEGIES AND POLICIES.

LEGAL ASPECTS MOST IMPORTANTLY EMPLOYERS SHOULD BE CAREFULL IN NOT USING CRITERIAS/INFORMATION THEY WOULD NORMALLY NOT CONSIDER DURING A RECRUITMENT PROCESS.SOCIAL MEDIA WEBSITES INCLUDE S INFORMATION PERTAINING TO RELEGION,SEXUAL ORIENTATION,CREED,RACE,ETHNICITY,FINANCIAL STATUS,POLITICAL AFFILIATION,NATIONAL ORIGIN,MARITIAL STATUS,GENETICAL INFORMATION.MANY OF THESE CHARACTERISTICS ARE PROTECTED BY CONSTITUTIONAL,STATE OR LOCAL LAWS.THE MERE MENTION OF SUCH CHARACTERISTIC DURING THE RECRUITMENT PROCESS COULD BE SUUFICE TO ENTANGLE THE RECRUITER INTO COSTLY LITIGATION.

ONE OUGHT TO BE CAREFULL, JUST BECAUSE SOMEONE WAS RECRUITED VIA SOCIAL NETWORKING MODE THAT DOES NOT MEAN THEY ARE PORTRAYING THEIR TRUE AND FAIR PICTURE ALONG WITH THEIR SKILLS AND BACKGROUNDS.HR PROFESSIONALS SHOULD USE SOCIAL MEDIA AS A SOURCE OF INITIAL SCREENING TOOL AND NOT AS FINAL SELECTION BASIS. MARK SPOGNARDI ,A PARTNER AT ARNSTEIN & LEHR SAYS "PRUDENT HR PROFESSIONALS ARE USING SOCIAL MEDIA AS AN INITIALSCREENING TOOL, BUT STILL CONDUCTING FACE-TO-FACE INTERVIEWS AND TRADITIONAL BACKGROUNDCHECKS," HE FURTHER ADDS "SOCIAL MEDIA ARE SUCH NEW PHENOMENA THAT WE DON'TREALLY KNOW BREADTH OF LEGAL PITFALLS,"