Social media as recruitement tool

Social media as recruitement tool

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  BANASTHALI UNIVERASITY 2015-2016 Research onsocial media and recruitment Submitted to- Submitted by- Mr. kanika Gupta Riya Jain (Assistant professor) (MBA 1st year) FMS –Wisdom ROLL No-9787
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  HR RECRUITMENT ANDSOCIAL MEDIA Social media for a today is not just about swapping pictures, music files or discussing trivial details of an out. Social media is comprehensively increasing its space or can say highlighting itself in the professional arena. Social media has become a mode where one work play simultaneously. Social media as the name strike we have images flashing of face book, twitter, LinkedIn, goggle+, 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 whether 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 tethered that it has now invaded corporate firms ,CEO’s ,COO’s 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 than 55 present of database of job seekers. The growth of social media is amazing phenomenal, companies need to tap this unexplored arena to and find its prospective competitive employees via social media. Social media is no more a mere tool to supervise the employees deeds it is much more now. Right from framing
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  policies advertising, focusingOn Competitors, Grabbing New Customer, Penetrating and Enticing Bulk Marketing and Also List Goes On There’s no doubt about how much social media has changed not only our personal lives, but also the way in which we do business. Businesses around the world are utilizing social media channels to not only connect with their clients, but potential candidates for employment as well. In 2013, organizations finally began in earnest to integrate social technologies into recruitment, development and engagement practices. In 2014, this social integration will become the status quo. The digital immigrants have now caught up to the digital natives – we are now all digital citizens. The fastest growing demographic on Google+ is 45-54 and on Twitter it is 55-64.now a day’s companies using social media as recruitment tool According to a 2013 SHRM survey, 77% of organizations are using social networking sites for recruitment. The 2013 Nonprofit Employment Trends Survey showed that 39% of nonprofit organizations responding felt that their use of social networking sites in recruitment had a positive impact on the number of candidates applying. Due to use of social networking sites for recruitment, revenue of monter.com Reduced By 31% NIGEL WRIGHT, 2011
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  REASONS FOR USINGSOCIAL MEDIA IN RECRUITEMENT  IT’S WHERE PEOPLE ARE Social networks were once considered the domain of teens and twenty- something students. With 901 million Face book users, Twitter accounts numbering over 500 million, and more than 161 million users on LinkedIn, it’s getting more and more difficult to find someone without a social media presence. It’s hard to imagine a better way to reach the potential candidates to hire.  BUILT-IN NETWORK FOR REFERRALS By reaching the large audience that social media increase chances of getting company and job posting in front of the exact people who want to hire. The vast networks that are created through social Media provide an excellent system of information sharing that can result in referrals and Recommendations that amplify voice and reach. So even if the company don’t reach perfect candidate directly, reaching their friends or colleagues in their network can result in ultimately getting job posting where it needs to be.  It’s TARGETED Social recruiting allows to target job postings to not just anyone, but to specifically reach highly qualified potential candidates through specified outreach efforts.  CANDIDATES CAN QUALIFY COMPANY, TOO Social recruiting gives potential applicants the chance to quickly and easily learn more about your company, determining whether they feel the position would be a good mutual fit.
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  Now in thebelow diagram we are seeing which social media covered how much part World is going to be digital in the below diagram showing that how much social media user in worldwide till July 2014 Diagram 1 If we talked about the India there are 110 million user of face book, 26 million users of LinkedIn, 33 million user of twitter and this data in increasing day by day. Because people are becoming digital .for sake of finding talent companies also taking help of this social networking sites with help of this sites companies getting know about the interest, hobbies, strength and daily activities of their employee. 0 100 200 300 400 500 600 700 800 900 1000 FACEBOOK TWITTER GOOGLE+ LINKEDIN FACEBOOK USER TWITTER USER GOOGLE+ USER LINKEDIN USER
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  There is varioussurveyson this topic have been done two of them are: For one thing, this year we’ll see more forward-thinking HR leaders making the connection between having a solid social media strategy and finding top talent. After all, 47 percent of Millennial now say a prospective employer’s online reputation matters as much as the job it offers, according to a survey by Spherion Staffing. Employees are requesting to view new job postings on their tablets, learn and collaborate with peers on their smart phones, and provide feedback on a team member’s performance with the click of a button. According to a Microsoft survey of 9,000 workers across 32 countries, 31 percent would be willing to spend their own money on a new social tool if it made them more efficient at work. SOCIAL MEDIA AS A RECRUITEMENT TOOL  source of candidate  builds and leverages off networks  employee branding  research tool  complements a company’s career site(not to be used instead of a careers site)  Engage in conversation with customers ,suppliers and internal stakeholders
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  FACEBOOK AS RECRUITMENTTOOL Face book now a day’s most visited place on the web. The Average face book user spends15 hours and 33 mints per month on face book. On face book we can get the data of the candidate and also keep them update about the organization so it is a massive way to get information of employee .face book gives the information of employee interest, hobbies, Education and activities of throughout the day and at staggering rates. Face book ads capitalize on their members and the information that is voluntarily submitted by offering advertisers very small and specific areas in which to target for not a lot of Money. To keep up with the competition for top talent, companies must recruit with Face book ads. Face book Fan Page can serve as a recruiting and sourcing tool just like a company blog or Opportunities to directly engage and educate target candidate market. Approximately 81% of Face book monthly active users are outside the U.S. and Canada. Face book has seen a 41% growth in active users from Russia, South Korea, Japan, India and Brazil during 2012. 70% of Face book-using job seekers are male, 63% are under the age of 40, 40% earn more than $75,000 and 36% are college graduates TWITTER AS A RECRUITEMENT TOOL  Advertise job opportunities  Network with industry leader  Source of candidate  Employer branding tool  Reach a wider and passive audience  Respond to comments ,request ,feedback,
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  complaints in realtime  Follow discussion on various recruitment topics  Engage in conversation and headhunt talent LinkedIn Seen by users as a credible extension of their resume and a way to research relevant industry information  Search employees and target organization  Join groups to join in discussion and have access to industry information  Network with other industry professional  Reference check This four ways is showing that how much the candidate need of social media and Vice-versa .this process is two way both employers and employees have need of each other they both need to get information about each other suppose one employee is going for interview than he/she will search about the company and employer also necessary to know about the whole profile of employee. The diagram 2 showing the interview situation
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  Diagram 2 RECRUITERS USINGSOCIAL MEDIA Diagram 3 54% 93% 66%
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  Legal aspect: Previously wehave seen the reasons of using Social media in HR Recruitment, Social media as tool of recruitment now we see the other side of it the legal Aspect of using social media In Hr recruitment. Most importantly employers should be careful in not using criteria’s/information they would normally not consider during A recruitment process. social media websites includes information pertaining to Religion ,sexual orientation, creed ,race,ethnicity,financial status, political affiliation, national, origin, Marital status , genetically information .many of these characteristic, are protected by constitution, state or Local laws. The mere mention of such characteristic during the recruitment process could be suffice to entangle the recruiter into costly litigation. One ought to be careful, just because someone was recruited via social networking Mode that does not mean they are portraying their true and fair picture along with 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 professional are using social media as an initial screening tool, but still conducting FACE-TO-FACE interviews and traditional background check,” he further adds “social media are such new phenomena that we don’t really know breadth of legal pitfalls”. But the question is that using social media is how much authentic Lots of people show the fake information about their education and their qualification and even their birth date. it also creates case against for user privacy and may be by using the social media candidate will be the
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  victim of biaseddecision. Below there is one news about legal Aspect of using social media in recruitment process. Lawyers warn HR and recruitment professionals that vetting via social media could breach data protection. Moore Blatch, one of the leading employment law specialists, is warning employers and their head-hunters and recruitment consultants that they risk breaching anti-discrimination, privacy and data protection laws by using social media such as LinkedIn, Face book and Twitter to vet prospective candidates. As the trend of using social media in the recruitment process continues to grow, Moore Blatch is urging both employers and recruitment agents to bear in mind that information gathered about prospective employees from social networking sites can have repercussions. Although screening using social media is easy and cost-effective, the world of social media is still a grey area in legal terms, and it would be easy for a recruiter to breach the rights of the individual. The three main areas of concern are:  It may disadvantage candidates who do not have access to / don’t use, social media;  It may invade the candidate’s privacy; and  It may give rise to possible discrimination. Moore Blatch is advising that recruiters take a look at the guidelines produced by the Information Commissioners Office on undertaking background checks on employees. This includes recommendations that they inform employees and candidates that background checks will be made, and that this may include checks on social media. Paul Whitaker, Partner, Moore Blatch said: “Making judgments about recruitment based on perceptions derived from social networking sites may give rise to claims of discrimination or invasion of privacy.
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  Employers should havea policy setting out how managers and HR professionals should use social media and similarly have contractual agreements with their recruiters which reflect this. CONCLUSION After describing the different aspect of recruitment and social media now would like to say that although social media have several pros and cons in recruitment but with the advent of social media, the world of work and jobs has changed forever. Social media is here to stay and employers can Gain a significant advantage by adopting hiring methods that have a social media element. Social media, however, is not for everyone. There are a number of limitations associated with its use within a recruitment context. Although, as an employer, some Quick gains can be achieved; using this method exclusively for Recruitment, particularly at the executive level, misses out the Relationship building and the robust selection and assessment of Individuals, which, if overlooked, undermine the process overall. No one is more aware and engaged in social media than a Recruitment consultant – the advantages are obvious. Rather than recognizing social media as a recruitment solution (where the recruiter becomes obsolete) employers are instead realizing that they need to work more closely with the experts in order to get Their hiring right first time not making the mistake of investing a significant amount of time and resource into social media and not getting a return on their investment. The social media sites also recognize this, and new tools are Becoming available all of the time that allow recruiters and Employers to work together to take advantage of social Media hiring. There is no doubt that social media has improved the recruitment Process by making it more open and democratic; increasing the visible talent pool from which to engage and recruit. Having an Intimate knowledge.