Social media recruiting essay free essay sample

Recruitment process in organizations has been reinvented and there is an increasing trend in using the social media platforms to screen prospective employees for the organization (Binnera 101). In the traditional setting, job recruiting was limited to the print media and word of mouth. However, the increasing use of the Internet and social networking platforms has prompted companies to explore the platform to improve their recruiting process. Social media recruiting enhances communication within the organization and opens a wider avenue to effectively disseminate company’s information. Some of the commonly used social media platforms for job recruiting include Twitter, Facebook, LinkedIn, MySpace and YouTube. Organizations can take advantage social media recruiting to explore its efficiency and low cost benefits in recruiting. The proponents of social media in the recruiting process argue that it enhances job visibility and the quality of hire. Han, Kang and Kim argue that the job advertisement reaches millions of viewers on the global scale who are on social networks. We will write a custom essay sample on Social media recruiting essay or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Such users are â€Å"viewed as dynamic and versatile, hence the company is likely to attract innovative and talented employees (178). † It is easy for the company to accurately search applicants geographically and select the appropriate candidates. Through social media recruiting, the company’s online visibility is increased as it attains better opportunity to engage prospective candidates and consequently positions the firm’s brand strategically (Torres 152). Social media recruiting improves job referrals as the information is easily shared to millions of users across the platform. Moreover, employees of the organization are also inspired to share the job advert on their profiles and this facilitates fast and vast sharing of recruitment information. As a result, available positions are filled in quickly since response is real-time and applicants are diverse. Recruiting using social media significantly lowers recruiting costs and reaches millions of users simultaneously. Human resource departments in organizations are leveraging the wide social networking platform to assess and influence more prospective job candidates (Packer 33). Given the low costs of online advertising, it is a cost reduction initiative for the company in their recruiting process. On the other hand, social media recruiting is highly interactive and enables the organization to share with prospective candidates’ information regarding the position and job definition. The organization will be able to assess and select top candidates effectively and hence attract talented minds in the competitive job market. Social media job advertisements may generate too many responses from candidates and the company could be in a dilemma on how to select the most appropriate candidate to fill the position. Chapman and Kraichy state that candidate’s spam is time consuming, and hence effective screening approaches should be applied to select ideal candidates. In other instances, social media adverts may not be successful prompting the use of recruiting agencies to conduct the recruiting. â€Å"Social media recruiting can ruin an organization’s reputation (57). † Candidates who are turned down in the recruiting process can use the platform to spread negative views regarding the organization. Since information on the social media can go viral very fast, the image of the organization may be severely dented. Social media platforms especially Twitter and Facebook are highly personal and approaches to this form of advertising should be done with caution. Social media recruiting has a high potential of damaging an organization’s brand if done inappropriately (Gray and Rivers 294). To avert this challenge, the company should be prepared to use its resources appropriately to establish and sustain relationships with potential employees. It is evident that many organizations are using the social media to enhance their job recruitment process. Online recruiting is not only cost effective but also an efficient channel for filling job positions in the company. Recruiting costs are significantly reduced as the company strives to attract dynamic job entrants (Baker, Behrend and Thompson 70). As more organizations continue to explore social networking platforms for their recruiting process, they should however be aware of the challenges of social media recruitment. To enhance recruitment process in organizations, social media recruiting technique should be explored, as it is potentially useful in enhancing efficiency.