...SOCIAL MEDIA IN THE HIRING PROCESS Preeti Khare Central Michigan University Human Resource Management MGT-643 Dr. Edward Ward 3/29/2015 Introduction Employers can use Social Networking Websites (SNWs) in two ways when hiring: to recruit candidates by publicizing job openings, and to assess potential candidate’s profile including attitude, behavior, personality and qualifications. Kluemper and Rosen (2009) examined the feasibility of whether the information available on these SNWs really helps to improve the employment selection decisions. They asked 63 raters to rate candidates on intelligence, performance and the Big Five personality traits. They found that based solely on viewing social networking profiles, judges were consistent in their ratings across subjects and were typically able to accurately distinguish high from low performers. In addition, raters who are more intelligent and emotionally stable outperformed their counterparts. Given this reliability of assessment, SNWs such as Instagram, My Space, Facebook, and Linked In with hundreds of millions of profiles could be gainfully deployed in hiring decisions. Not surprisingly SNWs have become extremely popular and useful in the hiring process these days. However, use of SNWs in hiring does not come without accompanied costs and risks. Scholars argue that the use of SNWs increases the chances of decisions being affected by unrelated information such as race, gender, origin, nationality and may increase the risk...
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...for employers to look on social media sites to investigate a potential job candidate? In this paper I will argue that these online background checks are not only unethical but they may also put the employer in a legal jeopardy of violating State and Federal Laws, for example a Chili’s server whom was fired after a Facebook post by a 2012’s article in The Huffington Post “Chili’s server fired after Facebook rant,” also according to a 2010’s article “Workplace Privacy-Labor Relations Board Files Complaint against Company over Facebook Post,” found on Epic.com, an American Response Member who was consequenced after postings towards her supervisor on her Facebook, I will write about a survey conducted online with the U.S. and Canada...
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...Using Social Media as a Job Search Platform Patricia Crouch 11/12/15 Abstract This paper explains the many uses of social media and how it relates to pursuing a career. It explores a few important social media platforms commonly used today, and how they can be utilized in one’s job search. Not only does this paper describe how to use certain online sites, but also goes into the do’s and don’ts of how to present themselves to an employer using their “profile”. Real-world examples from articles and business experts are used to give this paper a sense of relevance to young professionals in their current career search. The examples used vary in which social media sites that were utilized, and describe the affect each site had on one’s success. Using Social Media as a Job Search Platform In recent years, social media has become more prevalent in the lives of everyone. It has even entered the workplace as a tool used to research candidates for hire. Explained by Joyce in an online article, “Social media is becoming increasingly important as a critical method by which to market their skills and network online.” This fairly new way of online communication plays a large part in the hiring process, and it is important to be aware of how you portray yourself to a possible future employer. Anyone can be “Googled” and searched for, but the content that the search yields can be tailored to whatever job one may be searching for. Although social media is popular and accessible by...
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...The Human Resources Department Usage of Social Media Sites as a Recruitment/Selection Tool. In 1997 only about 11 percent of U.S employers were using the web for outside recruiting, figure that has reach 80 percent today and is expected to reach 100 percent in the next few years. Social media, sometimes called social networking, is nothing more than a technology that facilitates human interaction. Different than a website or a resume, which are strictly one-way forms of communication, social media sites allow users to comment, share, or chat with each other, often in real time. Social media has also become an important tool for job seekers due in part to the new ways people are finding out about and getting fired from jobs. As you may already know, most jobs come about through networking, not applying on job boards or aimlessly sending out resumes. Social media tools make networking much easier and much more powerful due to their interactive nature. Thus when a job seeker really learns to use social networking well, his chances for finding opportunities multiply exponentially. Nowadays, social media also plays a part in how hiring managers are conducting their research on candidates. More than 80 percent of recruiters use LinkedIn. Additionally, 50 percent of hiring managers can determine whether a particular candidate’s personality is a good fit for their company just by seeing that person’s social media presence. Recruiters can and will Google you... Regardless of whether...
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...traditional approach most job seekers have taken in the past is no longer viable. The approach — developing a resume and cover letter, locating jobs on and submitting your resume to corporate sites and job banks, and crossing your fingers in hopes of receiving a call from a hiring manager — is, for the most part, a thing of the past. The new approach is far different. It boils down to the fact that there are fewer jobs available, more competition for those jobs and more touch points for recruiters and seekers to interact. The current environment In 2008, there were 1.2 million , unemployment is currently at 6.5%, and the largest companies are shedding as much as 10% of their workforces. There will be 1.5 million college graduates this year, yet the _ is at a six year low, at 1.3%! The amount of jobs posted online is decreasing at over 13%, which has all led to the - of 3.3 job seekers per each job. Social networks are starting to become part of the criteria that both hiring managers and college admissions officers are using to weed out applicants. _ hiring managers conduct background checks using social networks (primarily Facebook), while college admissions officers do the same. It's time for you to be open-minded and think differently about how you're going to get your next job and keep it. I'm not saying you shouldn't submit your resume to job banks, corporate websites, vertical job agents ( ...
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...privacy has been a controversial topic especially with the rise in internet usage, the popularity of social media increasing, and the addition of GPS to mobile devices. With these advances in technology there are numerous ways for employers to monitor their employees’ time at work. According to Evans (2007) as many as eighty percent of the employers, who employ twenty percent of the American population, monitor employees’ telephone conversations, e-mails, and voicemails. Global Positioning Systems (GPS) technology has made tracking the whereabouts of employees easier rather than tracking only information passed between employees and other individuals. The United States does offer privacy laws to help safeguard employees’ expectations of privacy; however, the laws are formatted around the physical realm such as desk drawers or an employee’s home, not an employee’s computer files or even social networking site (Riego, Abril, & Levin, 2012). It has become apparent that social media is here to stay. Social networking sites such as Facebook and Twitter have changed how people communicate in their daily lives and even how organizations do business. Employers have begun using social networking sites not only to market themselves but also as a human resource tool, making themselves accessible to potential customers and employees alike. Some of the ways employers have begun utilizing social networking include orientation, training, faster innovation of products and services, and improved...
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...privacy has been a controversial topic especially with the rise in internet usage, the popularity of social media increasing, and the addition of GPS to mobile devices. With these advances in technology there are numerous ways for employers to monitor their employees’ time at work. According to Evans (2007) as many as eighty percent of the employers, who employ twenty percent of the American population, monitor employees’ telephone conversations, emails, and voicemails. Global Positioning Systems (GPS) technology has made tracking the whereabouts of employees easier rather than tracking only information passed between employees and other individuals. The United States does offer privacy laws to help safeguard employees’ expectations of privacy; however, the laws are formatted around the physical realm such as desk drawers or an employee’s home, not an employee’s computer files or even social networking site (Riego, Abril, & Levin, 2012). It has become apparent that social media is here to stay. Social networking sites such as Facebook and Twitter have changed how people communicate in their daily lives and even how organizations do business. Employers have begun using social networking sites not only to market themselves but also as a human resource tool, making themselves accessible to potential customers and employees alike. Some of the ways employers have begun utilizing social networking include orientation, training, faster innovation of products and services, and improved...
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...Is There a Consequence to Posting on Social Media? Job seekers and prospective students have always been under a significant amount of scrutiny. The competition for finding the right job or getting into the school has never been more fierce, and the criteria by which these employers and institutions of higher education are basing their decisions on are getting more stringent as time goes on. Part of the reason for the increase in these standards is that schools and employers have greater means in which to access much more information about people. What used to take weeks of expensive research can now be done with a few keystrokes on a computer. Employers can find out an applicant's credit score, criminal history, or anything else they would like to know. Today I simply typed my name into Google and I was given results that said what year I graduated high school, my address, phone number, court records, prior jobs, and of course, links to my Facebook, Twitter, and LinkedIn accounts. So after obtaining access to all of this information with very little effort , should potential employers or schools be allowed to obtain your login information for social media sites such as Facebook and Twitter? The argument for requiring access to an applicant's social media accounts is one of character and security concerns. In Virginia, State Trooper candidates are required to log in to their Facebook accounts in the presence of an interviewer, and then all of the information on the...
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...Strategy Recommendation 1 Strategy Recommendation Project Joseph Garcia MBA 6004 Foundational Skills Business Leaders Professor Snarski September 29,2013 Keller Williams is a very highly respected organization that has great accomplishments it’s completed. Keller Williams is a Brokerage Firm, that sponsors and umbrella of job functions in the real estate industry. is a prominent Broker for real estate. Keller Williams is an umbrella of multiple job descriptions, but it is in the Real Estate Industry. While real estate is a wide scope, Keller Williams specializes in residential and commercial, which started in early 2008, with many underlying areas for property management, buying and selling! Keller Williams operates as a franchise organization in Austin, Texas, founded by Gary W. Keller and Joe Williams in 1983 (Wikipedia, PG 1). Though Keller Williams is a firm, which holds liability or responsibility, and which mentor’s and supervises agents. This organization expanded rapidly from the commencement of franchising in 1991 through the expansion into Canada in 1998, the largest real estate company in the United States as well as Canada. If you thought this was an exponential growth rate, it will come to a surprise that in the early years of 2012, Keller Williams embarked in another venture taking Keller Williams Worldwide, first in Vietnam, while still expanding into Germany, Austria, Turkey and Switzerland. Keller Williams is advanced within the web industry! They...
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...for avoiding the pitfalls of social networking. Develop strategies for benefitting from social media and networking activities while avoiding the pitfalls. Create a plan for regularly updating a résumé as skills, ability, and experience change. Create an error-free professional résumé and sample cover letter. Required Setup and Resources Skills for Living a Rich Life, Chapters 21 and 24 Computer with Internet access Printer Recommended Procedures Unlike many other social media websites (Facebook, MySpace, message boards, etc.), LinkedIn is primarily a professional networking and job search tool. As a future professional in your career field, it will be highly beneficial for you to have a professional profile that future employers can search for, see, and use to vet you for potential employment. Additionally, ITT Technical Institute provides a service through ePortfolio that you can use in a similar manner. 1. Go to LinkedIn (http://www.linkedin.com) and create a professional social media profile. 2. Read through and then follow the tips for “Connecting with Business Colleagues through LinkedIn” on pp. 538-539 of Skills for Living a Rich Life. 3. The final product should look very similar to a résumé and should include at least the following information: * Career objective or personal statement * Area of residence (at least city/state) * Current and previous employment (at least the last three jobs) * Relevant duties performed...
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...Viability of Product Maria Latino Produce is a specialty grocery store that targets Latino immigrants in the Southern California area. The business currently has a website that provides general information about the products carried by the store as well as prices of such produce. The owner indicated to me that occasionally it ships produce to customers in other Western states like Utah and Nevada. In such instances customers call the store by telephone to place the order. The website has no platform for online distribution. The store carries fresh yams and plantains shipped from Africa, as well as dried and canned goods, like egusi, yam and cassava flour, gari and fufu. The web address is www.mariaproduce.com As the Latino immigrant population in the United States has grown so has the growth of the various markets that serves the needs of this ethnic group While there are many variations in foods eaten in most Latino countries there are commonalities among immigrants from the four main regions of Africa: north, south, east and west. Most Latino grocery markets are operating in a brick and mortar fashion with no online presence. Substantial number of these stores has no websites. The few who have websites do not offer customers an online purchasing opportunity. To the extent that Latino ethnic markets continue to show growth, business owners could explore innovative ways of meeting the needs of their customers. Online marketing presents a great opportunity for this purpose...
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...ITS NOT ABOUT YOUR BRAND, IT’S ABOUT YOUR CUSTOMERS! In the past, traditional marketers didn’t’ have the luxury of a two-way conversation with customers, but they did have a captive audience. Consequently, traditional marketers pounded consumers over the head with marketing messages until the public bought from them. If you’re over the age of 40, for example, you know the Jolly Green Giant jingle-not because it’s a great song, but because you were exposed it so it so many times through televisions and radio that you couldn’t help but learn from it. In a crowded marketing and advertising world, mindshare is how much your customers are thinking about your product or service. In order to win your customers’ mindshare now, your marketing can’t be solely about your brand, or products, or features and benefits anymore. More than anything, you have to get your customers talking or get involved in their already ongoing conversation. If they’re talking, and you’re at the top of their news feeds on Facebook, you’ve got some mindshare-more valuable than paid advertising, which customers can readily choose to ignore. Messaging has to be about your customers. What are their hopes and dreams? What do they want to do, hear about, talk about, and share? What’s actually relevant to them? This lesson is a hard one for companies to learn, because it involves unlearning much of what they know about marketing, promotion, and publicity. They’ll ask, “what about our brand? How can we spend precious...
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...4 March, 2013 Renado Prince Student ID: 00239705 MBA, Management & Strategy/E-Business rprinc2@my.wdu.edu QRT2 Mentor: Tony Risner Marketing Plan Renado Prince QRT2 Task 1 Western Governors University A1. Viability of Product or Service XXX Trucking has existed since 1973. It’s most productive year was 1998. This was largely due to its strong reputation as a reliable hauler plus its being a minority business. XXX is a minority owned business which has in the past enabled it to win a bid for a multi-million dollar project which boosted its return on investment far above expected. Since that time (1998), XXX Trucking’s business has declined annually, while its competitors have maintained some level of success. XXX Trucking has very little online presence, while a few of its competitors share more online exposure. XXX Trucking advertises by word of mouth and the Yellow Pages. XXX Trucking has not has not invested any funds towards promoting the company in 15 years. Placing XXX Trucking on the internet is the next logical step in the advancement of the business. Online in the form of a company webpage is the cheapest and most accessible form of promotion for the company. The ability to be found on the World Wide Web by potential customers such as construction businesses, land developers and excavators can only bolster XXX Trucking’s ROI. The service offered by XXX Trucking is localized trucking...
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...Washington Business Journal Job seekers went mobile, left small employers standing still (Guest Blog) Sponsored Links SurveyMonkey® Make better decisions with the world’s most trusted survey company. SurveyMonkey.com Become a more agile leader for your team Training and certification reinforces your communication and management skills. www.GlobalKnowledge.com Get Listed Here Bob Corlett Founder and President, Staffing Advisors- Washington Business Journal Email | LinkedIn | Facebook | Twitter Where do you think most job seekers begin their search for a new job? Most recruiters will tell you that candidates start by searching on the big job boards like Monster, Dice and CareerBuilder. And those recruiters will be wrong. Ten times more job seekers start their job search on Google than anywhere else. And where do small employers post their jobs? When I ask HR managers where they post their open jobs, they usually rattle off a list of job boards. But they almost never mention Indeed. Yet three recent studies found Indeed to be the number one external source of hire for employers in the US. How did that happen? It’s simple. Two out of three searches of any kind originate on Google. And Google job searches often lead job seekers to Indeed. See for yourself. Type your own title and location into the Google search bar and see what comes up. The first few jobs you will see are probably posted on Indeed. Consequently, Indeed has three times more unique visitors...
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...might we see developed over the next several years? 3. What are the legal and ethical issues surrounding the use of the Internet by individual employees for human resource activities? Are you concerned about violations of your own privacy because of these kinds of web application? 4. What specialized skills will the future HRIS professional need in order to effectively manage an organizations virtual human resource function? Problem Statement: Possible abuse (legally and ethically) of internet in an organization. Analysis and Evaluation: Technology in an organization nowadays is a necessity. The use of internet plays a big role the way organization plan and manage their human resource needs. Human resource personnel no need to have an effort for example before they use to have posters or brochures and go to different barangays or different areas to look for applicant. They also go to different newspaper companies to post their opening positions. But nowadays, Human Resource personnel no need to go to different areas, just to look for applicants because of internet. Through internet they can now interview personnel in and outside the country by applications like skype wherein you can virtually see the person you are interviewing especially in Business Processing Outsourcing. Also, there are different consulting firm like jobstreet other online job application site wherein they can easily filter the qualifications of a person or applicant in one click. ...
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