Human Resource Management - Recruitment Process - Assessment Answer

Executive Summary
The aim of the research report is to study how the employees use of social media can influence the recruitment process of the organization. The report is a comprehensive study of the ways in which the job seekers and employers are influenced by the advent of social media. It outlines the significance of social medias use for the identification, screening and analysis of the profiles of the applicants. Further, it put forward the Human resource management strategies that should be implemented to leverage hiring through online platforms. The study defined the need for formulation of policies for the employers to provide fair opportunities to all sectors of the potential job seekers. Lastly, it reduces the importance of and measures to improve the social recruitment process.

Contents
TOC o 1-3 h z u Introduction PAGEREF _Toc3311729 h 3Importance of social media for recruitment PAGEREF _Toc3311730 h 4The contribution of Social media to the job seekers PAGEREF _Toc3311731 h 5HRM strategies for recruitment through social media PAGEREF _Toc3311732 h 5Risks in the hiring process through social media PAGEREF _Toc3311733 h 7Creating a policy for social media recruitment PAGEREF _Toc3311734 h 7Conclusion PAGEREF _Toc3311735 h 8References PAGEREF _Toc3311736 h 10

IntroductionRecruitment is a process of accretion of human resources on the positions vacant in the organization. The process is responsible for discovering potential employees for the organizations benefits. The process brings an interconnection between the employers and the job seekers. The present scenario of the organization is highly complex and competitive therefore, the choice of appropriate person for appropriate work responsibility is a requirement for the organization. Recruitment process estimates the availability of vacancy and thus chooses a suitable person for the designation (Houran 2017). Managers gradually comprehend that a successful organization rests on having the right employees on the right positions to positively execute the organizations strategy. Therefore a transition is arising regarding the interpretation of the role and prominence of recruitment procedure. The recruitment is viewed as a search for diversified talent nowadays rather than the administrative process for hiring candidates. Businesses are realizing the strategic significance of the identifying, alluring and recruiting the talented employees in the organizations. The process of recruitment is undertaken through various internal and external sources. Online and offline advertisements, direct calls to job seekers and referrals act as a source to the recruitment process. The means by which a business sources employees has evolved over time due to the advent of new technology and tools. There has been a swift transition towards modern and innovative resourcing mediums. These new channels have led to improvement in the cost, quality and time for the recruitment process. Social media has come up as a new source for recruitment procedures. Social media refers to the medium for the interactions and information exchange between various people across the network. Social media recruitment platforms include internet job boards, business network connection software and web pages for the job search. The key responsibilities of social media are connect, create, consume, control. These responsibilities connect to the recruitment process as well. A candidate can connect to the recruiter, create a profile, consume the appropriate job and control the interview process. The advertisements on the business website and popular social media platforms give knowledge about the vacancy to the job seekers. Social media is widely used platform that covers each sector or people (Koch, Gerber and Klerk 2018). A segment of people from this sector may be the potential applicants for the job, who can become the employee of the organization by undergoing the recruitment process. Facebook, LinkedIn and various job portals have numerous active job listings for different designations. These applications include skilled-unskilled, experienced and fresher candidates. The employer can search the profiles using limiters to find a suitable candidate for the job. This becomes an effective way to attract the applicants. In addition, social media has provided improved access to the passive and semi-passive applicant pool and also has improved capacity to invite these candidates (Sinha and Thaly, 2013). This report defines the impacts of social media on the recruitment procedures applicable in the organization. It also highlights the strategies that Human resource management applies to enable social media based recruitments. Risks and advantages related to online recruitment processes are also mentioned in the report. On the basis of the research, some recommendations are provided to improve the recruitment process through social media.
Importance of social media for recruitmentThe use of social media has become a boon to both the employers as well as employee. The candidate finds a platform to attain visibility for the employers. Candidate illuminates his skills and talent over the social media using CVs, bios of Instagram and other platforms. The profile of LinkedIn focuses on the achievements and professional experiences of the candidate. The job-based platforms act as a resource for job search to the applicants. An appropriate profile attracts employers over the network. The network connections and the profiles of the seekers make them in the top priorities of the employers. The job recommendations on the online platforms help the employee to hunt for more jobs that are relevant to the profile of the candidate (Koch, Gerber and Klerk 2018). The importance of social media is bilateral it leverages advantages to the employer as well as the employee. The social media describes the interactions made by the business with its clients. It also helps in bringing up the requirements of the renowned as well as a start-up business. The active posting on social media helps in formulating audiences through interesting content, courses, recommendations and business documents to attain the candidates trust. Social media contributes to a high speed and time-consuming communication with job seekers in a cost-efficient way. The adequate content and information regarding the jobs attract more and more candidates towards the job.
The contribution of Social media to the job seekersRecruiting through social media is a Human Resource strategy which attracts active and passive job applicants. The social networking profile connects with hundreds of people providing a high range of employment opportunities to applicants. Stronger the network stronger will be the associations with the clients. The platform helps the candidate to follow the activities of the businesses related to their interests. Professional job hunters use of social media to explore companies they are interested to work for (Madera 2012). Employers must provide the account of the position business profiles and updates to reach the people they most want to hire. The applicants may critically examine the information related to the company, its vision, culture, career opportunities and feedbacks from existing and previous employees of the organization. LinkedIn is one of the most used social media platforms for recruiters and applicants. In addition to its Facebook, Instagram also attracts the talents for various job of diversified fields(Brown, Vaughn 2011 ). The job seekers upload their talents and skills over the platform. This attracts employers and makes them high on the priority lists. The job seekers may join special groups that provide the details of the job and its requirements. Connecting with a well-known recruitment consultancy which has a good understanding of professional link provides vital astuteness on attracting job seekers for the business.
HRM strategies for recruitment through social mediaThe HRM connects to the job seekers in diverse ways on social media platforms. These platforms support interpersonal communication and collaboration with active and passive applicants. The acceptance of social media has certainly led firms to contemplate its use as a recruitment tool. This recruitment requires strategies and policies to be framed. These policies can be used to standardize the selection process on a universal platform. The use of social media for recruitment has led to a demand for acquaintance about employment trends regarding social media platform usage (Broughton et.el 2013). A few strategies that must be applied by the HRM for enhancing the recruitment procedure through social media are mentioned below.
Identify the goals and build a statement for analyzing the requirement of the vacancy- Each vacancy defines a new set of responsibilities associated with the job description. Varied job description attracts diversified applicants depending upon their skills and proficiencies. Numeral checks are done during the recruitment process to guarantee the suitability of candidates to hire. Therefore the HRM should define clear goals and description for the candidate suitable for the job. This step minimizes the selection procedure as it filters the candidates over the initial phase of the selection.
Clearly define the culture, vision and objectives of business to filter the interested applicants- A clearly stated objective and vision of the organization helps the potential employees to understand the work culture and environment of the business. Then they map it to their individual interests to deduce the suitability of the job. This stage helps applicants attain job satisfaction to proliferate the organization.
Building the companys reputation on social media- the HRM should be able to build a positive reputation of the companys work culture to target customers through branding. In the existing scenario, millennials crave to establish an emotional connection with the business. The company should be able to offer a compassionate and healthy environment to the candidates (Joos 2008). The mouth publicity and feedbacks help to bring up the company in the search list of the applicants.
Involve more potential employees by sharing posts on social media- the company stays alive on social media when it actively posting interesting and informative content. This content may be creative blogs, images, infographics and videos. The use of appealing videos describing a snoop view of the company helps in building the brand reputation as well.
Develop more professional connections over the network- the recruiters should use various networking platforms on social media like LinkedIn, Facebook and Twitter to enable connections with other corporates and stakeholders in the market. This helps in building a strong professional network that helps to identify talents and skills for the organization. The HRM should build a community to approach the public in their network who could potentially be a part of their talent cloud. This community should initiate conversations about the advantages and potential opportunities for working there. This would help in identifying the interested and skilled people in the community. The proactive audience will also vote up the companys reputation through this community.
Risks in the hiring process through social mediaPotential employee screening- employers look for potentially good fits for the organization and neglect the probable problematic candidates from the available human resources. Social media contains excessive information about the applicant which may be irrelevant the professional life (Sherrie 2011). The team needs to filter the necessary information for the job purpose.
Discrimination and inconsistency- A risk for discrimination is involved in the acquisition team treats applicants inconsistently. The risk of discrimination can be raised if the hiring team checks the social media accounts of only a few candidates and selects from them only. Additionally, the Candidates social media profiles may not ensure consistency. Some individuals are more active and open than others in the social media sphere. This makes it difficult to agree on a constant and adequate set of facts to use when evaluating suitability.
Candidate background verification- social media is used to verify the background checks for a candidate. The background verification needs to verify the authenticity, authorization and access of that account to ensure its credibility.
Legal risks- Equal Employment Opportunity Issues are encountered in social media based recruiting. Many job seekers are economically challenged and finding gainful employment due to lack of social media and online access might increase the hardship in finding work. This leads to loss of equal opportunity for jobs from the individual. The employer may face legal complications if violating the regulations of EEO. Moreover, protected physiognomies and features of ones character may cause complexities in social media recruiting.
Creating a policy for social media recruitmentThe information available online may hinder the privacy of the applicants. It may reveal personal information that may cause discrimination on various backgrounds. The employment law experts recommend forming a proper social media policy about how profiles should be reviewed. The policy should be created and implemented strictly. The policy should include which content should be visible as public and which as private. There should be proper monitoring for the implementation of the policy. The information online should be filtered and used for the job opening. Information shared by the public other than the applicant may not be the best determinant of the candidates personality. Moreover, the information by the applicant must also be screened before the final selection procedure starts (McRobert et.al. 2018). A robust media policy governs the online content of the business. It also eradicates the controversial and argumentative interactions within the organization. An efficient media policy provides transparency in the recruitment procedure. This gives a clear insight into the applicant about the company. It also builds fair opportunities for a job to capable job seekers, resulting in the job satisfaction of both existing and new employees.
Conclusion
Social media has become a deep-seated sensation with huge public demand. Facebook, Twitter, LinkedIn, Instagram are all the basic necessities of almost all generations and sectors of the population. These social media platforms have greatly influenced the lives in diverse ways. Our report suggests that the recruitment procedure is progressively affected by the advent of social media in hiring. Job seekers and employers use the features of these platforms to gain their individual interests. Job seekers research a job description and recruiting managers seek information to inform the applicants screening processes. Job seekers and employers should define clear divisions of personal and professional networks over the social media platform. Some of the recruitment channels like LinkedIn have gained greater acceptance than other job portals. Despite this, each medium plays a crucial role in information flow and reputation building of the organization. Social media has intensively grown as means for researching the market for the job seekers. This market research helps the applicants to find a suitable job relating to the interests and skills of an individual. The Employers ensure the maintenance of high-quality content as a response to the public. This relates to queries on corporation culture, employee prospects and suggestions of future strategies. The job seekers must screen and assess the profiles over the internet to select them as potential employees. On the professional social networking space, many applicants intentionally promote their achievements online in order to attract employers. All this information should be utilized for the employers benefit. Social media can be a useful agent for the hiring process but it cannot completely replace or supersede traditional and established employment practices that employers undergo to assess candidates. Also, excessive dependence on social media could lead to overseeing or discouraging leading job seekers to the loss of the business. A targeted approach to reinforce corporate values should be applied. There should be professional connections between employers and job seekers. They should make intellectual use of social media to consider potential employees based on their talents and skills. Efficient background vetting should be done to reach to the authentic and genuine candidate for the job designation.

ReferencesKoch, T., Gerber, C. and de Klerk, J.J., 2018. The impact of social media on recruitment Are you LinkedIn. SA Journal of Human Resource Management, 16(1), pp.1-14.
Sinha, V., amp Thaly, P. (2013). A review on changing trend of recruitment practice to enhance the quality of hiring in global organizations. Management, 18(2), 141 156. Retrieved March 10, 2019, from http//hrcak.srce.hr/index.phpshow clanakampid_clanak_jezik166315
Houran, J. (2017). New HR study Candid recruitment experiences with LinkedIn. Retrieved April 20, 2017, from http//www.aethoscg.com/aethos_insights/ new-hr- study-candid-recruitment-experiences-with-linkedin/
Madera, J.M., Using social networking websites as a selection tool The role of selection process fairness and job pursuit intentions. Int. J. Hospitality Manage. (2012), doi10.1016/j.ijhm.2012.03.008
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Joos, J.G., 2008. Social media New frontiers in hiring and recruiting. Employment relations today, 35(1), pp.51-59.
Sherrie A. Madia, (2011),Best practices for using social media as a recruitment strategy, Strategic HR Review, Vol. 10 Iss 6 pp. 19 24 Permanent link to this document http//dx.doi.org/10.1108/14754391111172788Melanthiou, Y., Pavlou, F. and Constantinou, E., 2015. The use of social network sites as an e-recruitment tool. Journal of Transnational Management, 20(1), pp.31-49.
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McRobert, C.J., Hill, J.C., Smale, T., Hay, E.M. and van der Windt, D.A., 2018. A multi-modal recruitment strategy using social media and internet-mediated methods to recruit a multidisciplinary, international sample of clinicians to an online research study. PloS one, 13(7), p.e0200184.

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