...Social Media Position Paper Shania K. Gillison Central Michigan University MGT 643 Social media based recruiting is when companies and recruiters use social platforms such as Face book, LinkedIn, Twitter and other sites as a talent database to source and recruit candidates for employment. Using these sites gives employers the opportunity to advertise open positions, as well as connect with their targeted market to build a community for future relationships. Social recruiting also highlights a company’s reputation and brand by getting their name and product out for a larger audience to see. When used vigorously, social recruiting can truly enhance a company’s marketing scheme and talent acquisition. Promoting these aspects of a company can reel in employees who might otherwise choose another organization. In addition social media based recruiting establishes sustainable longer-term recruiting relationships. All over the world recruiters are also able to reduce cost of marketing for hire, expand outsourcing capability by using multimedia messaging, brand communication, and conducting market research. The use of social media to support recruiting is not a fad, it is the most powerful tool added to the recruiter’s tool box since the invention of the telephone. The use of social media to support recruiting ranks second only to employee referrals in the hierarchy of powerful recruiting tools, and there is no doubt that this tool will continue to expand Social media can be defined as...
Words: 1118 - Pages: 5
...justsyd2001@yahoo.com Instructor: Dr. Jane Abstract Social Recruiting is fairly new tactical way for employers and recruiters to screen potential candidates via social media sites. This trend has been taking place since 2008 and although still in its infant stage, it is slowly but surely gaining momentum in the talent acquisition world. With the world headed into an era where everything is automated or computer driven, Social Recruiting will no longer be a thing of the future but a thing of the present. My Topic Selection that I have chosen is: Social Recruiting: Talent Acquisition & Social Media. According to David Smooke, a San Francisco Bay Area – Director, Content & Social Media @ SmartRecruiters, “Social recruiting is a contested term. It is a concept at the intersection of recruitment and the embryonic field of social media. There are several terms used interchangeably including social hiring, social recruitment and social media recruitment.” Allison Doyle, Job Search and Employment Expert at About.com, said, “Social Recruiting is when companies and recruiters use Facebook, LinkedIn, Twitter and other social media sites to source and recruit candidates for employment.” According to Matt Alder, Strategy Consultant for HR and Founder of MetaShift, said, “Social Recruiting is a concept not a defined technique,” and breaks down the three primary activities of Social Recruiting as 1) Push 2) Pull and 3) Being Genuinely Social. While Robin Richards, CEO of CareerArc...
Words: 3602 - Pages: 15
...How Has The Internet Changed The Recruiting Process? Dalisha Jordan Kaplan University GB520: Strategic Human Resource Management Abstract In recent years online recruiting has experienced rapid growth among organizations. While some still have a few concerns about what online recruiting entails and how it works, it has continued to be embraced. The recruiting process has changed over time and is now much different than many years before. This research paper will examine the question “How has the internet changed the recruiting process?” This paper takes a look into online recruiting and how online recruiting is put into action. Introduction Online recruitment methods are rapidly growing and being used by numerous organizations. To remain up to date with new trends, technology, and stay competitive organizations have left the more traditional recruiting methods to adopt the methods of online recruiting. Even with the skepticism that comes along with online recruiting, it still has a huge following among hiring professionals. This research paper examines the question “Has the internet changed the recruiting process?” The Internet as a Recruiting Method Recruitment is the process of selecting and hiring the most qualified individuals to fill an open position at an organization. “Given that an organization’s performance is a direct result of the individuals it employs, the specific strategies used and decisions made in the staffing process will directly impact on organization’s...
Words: 2663 - Pages: 11
...discovering that a combination of both old and new methods works well for them. Human resource departments are still using traditional recruiting methods such as newspapers, bulletins, and job fairs. Yet since the boom of the Internet, advertising online often offers a lot more bang for the recruiting buck. There are hundreds of online-only job boards such as Monster, Hot Jobs, Career Builder, and Indeed. Using the traditional methods along with online job boards and social media like Facebook, LinkedIn, and Twitter allow recruiters to reach a larger range of people more effectively. I have worked in the Human Resources department for the past four years and I recently took on a position of recruiting this past May. I wanted to write my paper on something that would make me a better employee now and also carry with me in the future. As a recruiter I am always looking for new and effective ways to reach more job seekers without going over the allowed budget. After doing my research of recent articles and books I consulted with a colleague of mine here at Fastek regarding best practices for recruiting he has used in the past. I have a personal Facebook account, but until I did my research I had no idea that it could be used as a recruiting tool by setting up a company’s Facebook page could essential lead to more candidates. I have recently broadened my use...
Words: 2794 - Pages: 12
...Internet recruiting methods compared to traditional recruiting methods: Ramon B Solabi HR/584 12/11/2011 Professor: Schanta Reoaux-Smith BACKGROUND The Internet is a medium to facilitate this transaction of buying and selling labor. The appeal of doing business on the Web is obvious. The Internet brings together buyers and sellers of goods and services and by automating transactions, web markets expand the choices available to buyers, give sellers access to new customers and reduces transaction costs for all the players (Kaplan and Sawhney 2000). This concept can be extended to construction labor services especially from the perspective of the employer as buyer of labor and the employee as seller of labor. E-recruiting or Internet method of recruiting is one of the methods by which HR professionals have available in today staffing. This method of recruiting has several advantages over traditional methods but also has several disadvantages. Companies first began using the Internet as a recruiting tool by posting available jobs on a bulletin board. Using this method, prospective applicants could search for positions in which they were interested and contact employers directly. Usually this contact was made via telephone, fax, or mail. As the use of email became more common some companies accepted applications through email. Job boards are the most common and well known...
Words: 2565 - Pages: 11
...Nathan Haselhorst CI3155 Computer Ethics 9 August 2013 Abstract This paper details how social media, specifically Facebook, has made an impact on the different branches of the United States military. Throughout the work, manuals, periodicals, news stories, and an interview with a Lieutenant General are used to distinguish the advantages and risks associated with social media as a whole, with an overwhelming reoccurrence of Facebook references. The ability to communicate around the world, whether a General’s speech becomes available to the public five minutes after he or she delivers it or just a service member telling their loved one “good night” from thousands of miles away, is the greatest attribute Facebook provides the military and its service members. With every great benefit comes a risks and Facebook is not immune to those risks; identity theft, loss of personal and operational information, and negative feedback to a leaders post are what drives the military crazy about Facebook. How Facebook is Changing the United States Military Since 1775, the members of the Armed Forces have held a respect amongst this country’s population. As time has passed and technology has evolved, the United States military has become more accessible, attractive, and engaging to the public. Facebook, the world’s largest social media website, has played a key role in recruiting, training, communicating and planning. Facebook users, whether they support or oppose our military...
Words: 2605 - Pages: 11
...Article Title: Recruiting Generation Y. Educational Leadership Abstract: “The article offers several ideas for educational leaders to prepare their school district to recruit teachers from Generation Y, those who are born between 1977 and 1995. It is suggested to analyze the school district's web site and its human resources section for its user-friendliness, design, and teacher candidate accessibility. The application process of the school district should include electronic application programs. Other suggestions are discussed including using electronic and social media to advertise open positions.” Annotated Bibliography: This article explains the importance of the online recruitment of teachers for a new generation of the work force, the Generation Y.As an individual of this generation, even though I am not pursuing to be a teacher, I agree with the recruiting approaches the article suggests. An attractive and user-friendly web site and advertising through suitable social media were discussed. I believe these approaches apply not only on the education field but many recruiting strategies in different careers for the Gen Y. Internet is used incredibly widespread nowadays especially for the new generations such as Gen X, Gen Y and teenagers. People who have access to the internet would obtain ton of information even more than they expected. It then became an effective way for employers to recruit people by launching information up on the internet. This way is inexpensive...
Words: 2506 - Pages: 11
...INTRODUCTION The main objective of this paper is to explore the scope and usage of social media and social networking sites in recruitment and selection process. It primarily intends to provide an insight into good practices and usage of social networking services in HRM . In addition to this, it aims to identify if social networks can help in cost reduction of an organisation’s HRM activities . .“The Internet has drastically changed the face of recruitment. Employers must now actively market themselves by instituting a well-implemented e-recruitment program to find better quality candidates and improve hiring decisions, all in less time and at a lower cost.” (Smith and Rupp 2004) social networking service (also social networking site, SNS or social media) have revolutionized communication methods, both privately and increasingly, at work. Communication through social media involves the use of an online platform or website (a social networking site) that enables people to communicate, usually for a social purpose, through a variety of services, most of which are web-based and offer opportunities for people to interact over the internet, e.g. via e-mail and ‘instant messaging’ (a form of real-time, direct text-based communication between two or more people using personal computers or other devices). Kaplan and Haenlein (2010) define social media as “a group of Internet-based applications that build on the ideological and technological foundations of Web 2.0*, and that allow...
Words: 9270 - Pages: 38
...U03A1 RECRUITING AND SELECTION 1 U03a1 Recruiting and Selection Capella University Fundamentals of Human Resource Management BUS3040 U03A1 RECRUITING AND SELECTION 2 Starbucks Recruitment and Selection Starbucks continues to expand globally even though the economy is struggling with its budget. The company continues to recruit primarily with its corporate website and has expanded its job postings utilizing social media. Starbucks has also utilized the social media and partnership with Apple’s iTunes to create an inviting atmosphere to its customer base in their stores to bring back the intimate experience when visiting one of their locations. Inspiring individuals to become a partner with the Starbucks Corporations seems to be working and keeping their mission a success. The Current State of Labor Despite the economy and people claiming this country is still in a recession, Starbucks has approximately 19,000 stores in 62 different countries. Starbucks Corporation announced a 3rd quarter record stating the financial results for this quarter were the best 3rd quarter performance in the 42 year history of the company (Schultz, 2013). The company opened 341 new stores in the 3rd quarter alone. According to Troy Alstead, chief financial officer for Starbucks, the diversity of the company portfolio, the global footprint attribute to the success to be able to grow income at the pace being set (July 2013). Although currently setting records, Starbucks...
Words: 1042 - Pages: 5
...Mariangela Monsalve Are social networking sites a good recruitment sources? HRM 538 Social networking has significantly enabled human resources to communicate and share information with people, which has increased recruitment efforts. Recruiting is about building relationships and making connections, often long before a potential candidate is even considering a career shift or contemplating a new position. According to the 2010 Employee Engagement Survey conducted by the International Association of Business Communicators Research Foundation and Buck Consultants, the most common forms of communication used to foster engagement across companies are e-mail (83 percent) and an organization's intranet (75 percent). The survey also found that almost half of employers currently communicate through instant messaging and on social websites including Facebook and Twitter. Social Networking origin: The first noticeable social network site, known as SixDegrees.com, launched in 1997. SixDegrees.com allowed users to create profiles, list their Friends and beginning in 1998, surf the Friends lists. Despite other sites that already had profiles online such as major dating sites, community sites, AIM and ICQ, friends on these individual sites were not visible to others. Therefore, SixDegrees was the first to combine these features. From 1997 to 2001, a number of community tools began supporting various combinations of profiles and a shared friends list. AsianAvenue, BlackPlanet, and MiGente...
Words: 1670 - Pages: 7
...Recent Trends in Recruiting We are in an era of transformation. The sink or swim approach to new hire management is rapidly turning obsolete as organizations find themselves time and time again having to pick through the ruins of a mismanaged good hire. The competition for top candidates is stiff and recruitment processes are getting advanced gradually. This is due to the high demand for temporary employment, thus increasing the volatility of labor force and raising the need for qualified labor. A few things are essential to successful talent acquisition pipeline development and sustainability: * Employers, recruiters, and hiring managers must know and understand their organization’s short-term and long-term hiring needs and the positions * in order to source and develop effective candidate pools. * They must be using internal and external resources to develop the most diversified and qualified pipelines. * Their talent acquisition program must be able to measure pipeline strengths and weaknesses. They must maintain engagement and interaction with candidates. Internal Talent Advocates An emerging talent acquisition trend going into 2014 is focusing on internal candidates, especially top performers, to improve performance and retention. Major companies like Time Warner Cable are making internal talent a focus of their talent acquisition function. Time Warner has an internal talent advocates program to engage internal candidates and let them know...
Words: 1425 - Pages: 6
...IN RECRUITMENT & MOBILITY Abstract— Human resources have been called the “key ingredient to organizational success and failure).In today’s Globalized era Human resource practices have become more innovative and technological. Today HRM Practices uses technology to enhance mobility. The HR and global mobility Departments have a great deal to gain by replacing existing deficiencies with operational efficiencies that can be achieved through the use of technology. In addition, the effective use of technology can enable organizations to track employees and reach out when required. Today the social networking sites viz. facebook, twitter, LinkedIn etc. are used as an innovative tool to recruit the capable and efficient human resources in any organization. Technology is moving beyond its role as a business enabler and become further ingrained in the life and work styles of the future workforce, while also changing employee and business expectations and interactions with one another and the world around them. This Paper critically discusses the Impact of Technology on recruiting and mobilizing the workforce, We specifically put an emphasis on what is often called “new” or “modern” HRM practices—practices that imply use of high levels of technology and innovations in recruitment process. We discuss how individual practices influence innovation, and how the clustering of specific practices matters for innovation while drawing attention to the notion of technology and its...
Words: 2217 - Pages: 9
...Abstract HR can answer the needs of this new future workplace. But it will need a new focus on managing the whole lifecycle of employment, new recruiting and engagement ideas, the ability to provide training and development for employees who are not likely to see real salary increases for another decade, and better metrics that prove to the business the impact they are making in the coming years of this Post-Recession Era. Introduction As the U.S. economy begins to right itself from the financial crisis and associated recession, our thoughts turn to the possibility of new growth and new opportunities for business. The end of the recession may not be the ideal resolution to the struggles of the past few years. Compensating for losses has had a significant impact on organizational behavior. Aon Corporation released the 2011 Talent Survey, which revealed some rather unsettling results for the future of human resource management due in large part to the economic crisis (Eamley, 2011). Some of the topics to be discussed will be employee engagement and retention, recruiting and development and leadership in the coming years. Engaging and Retaining Based upon the Talent Survey’s results, there seems to be a problem in the highly important area of engagement, as a mere 14 percent of the 1,328 employers polled nationwide believe that their leaders are actually effective at meeting profitability targets, 17 percent believe they are adequate in...
Words: 1775 - Pages: 8
... c) SECONDARY DATA COLLECTION E) LIMITATIONS OF THE PROJECT PART 2 A) OVERVIEW OF THE ORGANISATION B) COMPANY PROFILE C) SERVICES PART 3 A) DATA ANALYSIS AND INTERPRETATION B) FINDINGS C) RECOMMENDATIONS D) BIBLIOGRAPHY E) ANNEXURE(QUESTIONAAIRE) Part I INTRODUCTION CHAPTER 1 A) INTRODUCTION Transport yourself back to a time when eager young recruitment professionals spent hours looking through piles of CVs and narrowing down candidates in face-to-face interviews. It may sound prehistoric to many of us, but it’s the fact. Let’s face it, the industry has been moving fast and today’s high-fliers teenagers with the amount of time they spend staring at computer screens, ipads, social media sites etc.. Arguably, the old way is more personal and the new is more scientific, but the big debate is which method gets the best results? Recognising traditional sources of Recruitment Before technology took hold, there was a lot more personal interaction happening between the candidates and the clients. Recruiters spent hours speaking to clients and industry contacts either on the phone, in one-to-one meetings, over lunch or at networking events. Besides getting down to business, they were picking up valuable industry trends and hot tips on who might fit a role along the way while building relationships. When they weren’t connecting with potential young jobseekers at college careers fairs, they’d be finding candidates by analyzing...
Words: 3867 - Pages: 16
...Abstract This paper discusses recruitment methods and strategies and demonstrates how beneficial it is for a company when recruiting is done right. This paper discusses techniques used by recruiters to find job candidates to include modern, internal and external methods of recruiting. Additionally this paper looks at strategies companies use to attract possible candidates. Strategies discussed consist of inviting candidates to events, showing candidates you want them, looking for talent in unlikely places, and using social networking sites. Recruitment Methods and Strategies Recruitment is an essential part of any business, and it pays to do it properly. When companies choose the right people for the job, treat them appropriately and train them well, these people will tend to stay with the company longer and produce exceptional results. In such conditions, the organization’s initial and continuing investment in them is well rewarded. Recruitment is a process of locating and employing the best-qualified candidate for a job, in a cost- effective and timely manner. Recruitment consists of analyzing the requirements of a job, drawing employees to that job, screening and selecting applicants, hiring, and incorporating the new employee to the organization. Traditional Recruiting Methods Even with the fast pace of change in HR methods, most classic recruiting methods still play an important role in today’s world. For instance, newspapers are one of the first methods used to connect...
Words: 1295 - Pages: 6
