Tips For Using Social Media To Make The Right Hire Paper.
The article notes that the process of reviewing possible candidates during the hiring
process depend on reference checks, in-person interviews, resumes and background checks.
However, these platforms do not offer honest description of potential employee’s current skills
and prior experience (Gillin, 2009). A candidate may have excellent resume but this does not
translate into improved workplace productivity. Tips For Using Social Media To Make The Right Hire Paper.The process of starting over again searching of
the right skills is not only a waste of the firm’s resources and time .For small corporations who do not have extra resources to waste, it is critical that the company arrives at the right skill
during the first time hiring process.
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Social media provides a suitable platform to evaluate
whether the employee is truthful or not. It provides an opportunity for the employer to analyze
the identity of the potential candidate by identifying characteristics that could negatively
influence his/ her performance (Barefoot & Szabo, 2010). The article provides 9 tips on how
employers can use social media in order to make the right hire. First, the article explains that an
employer can examine whether the potential candidate is a team player by going through the
recruit’s open Twitter and social media platforms for clues regarding his/ her personality
(Woods, 2014). Tips For Using Social Media To Make The Right Hire Paper. Second, the employer can use social media to identify a candidate’s ability to
argue. Although it is not wrong to argue about issues that affect the society, name dropping
indicate that the candidate is unwilling to compromise. The third trait to look for in a candidate
via social media is the ability of the individual to positively influence the corporate brand or
image. Four, the employer can read the candidate’s posts for spelling, grammar and maturity
(Woods, 2014). HR leaders in numerous organizations not that grammar and spelling are very
critical and can be used to measure the general maturity of an individual. Five, social media
provides an opportunity for recruiters to do a standard background check on the candidate. This
can be done through looking at the individual’s public records including bankruptcy proceedings,
court filings and traffic tickets. Tips For Using Social Media To Make The Right Hire Paper.Essential, no firm intends to hire an individual who will land
them into legal battles. Six, the recruiter can do a reconnaissance on the candidate through user
name search and photo search. It is common for individuals to paint a different image in their
resume, but have hidden traits on their social media platform. Seven, the recruiter can search for
untruths in e-mails and cover letters. Typically, people paint a different picture in their resume so
social media offer recruiters with an opportunity to uncover the truth about the candidate. Eight,
the recruiter can use the social media in order to acquire additional phone references. Finally, the
recruiter can be able to determine why a candidate prefers one company over the other (Woods,
2014).
The Relevance of the Article to HR Practice Today
According to Gillin (2009), HR officers wish to hunt for the most qualified, well- versed
and talented pool of candidates. Social media sites, with over a billion of subscribers, have
emerged as an appropriate platform for HR managers to find suitable applicants. Social media is
among the most elite hiring and sourcing of employee’s solutions in any organization as it is an
innovative and exciting mode of connecting potential employers and employees. Notably, the
market for qualified, talented employees is shrinking. Furthermore, promotional activities
through online job boards and newspapers are increasingly becoming expensive (Barefoot &
Szabo, 2010). In such environment, finding the right employee for a defined task in an
organization is becoming more challenging. Consequently, HR mangers of both small and large
corporations leverage on social network sites such as Facebook, LinkedIn, and Video Chats
among others in order to attract qualified job applicants. Tips For Using Social Media To Make The Right Hire Paper.
Today, social networks not only act as cutting-edge – it has become mainstream
organizational necessity. For recruiters to ignore it today would be like overlooking e-mail two
decades ago. One of the most crucial interconnection between employment and social networks
is the process of hiring. The process of hiring offers great reward and risks to the organization.
Recruiters can leverage on social networks in two ways during the hiring process: to hire
applicants by openly publicizing the job and to carry out background checks in order to ascertain
the qualifications of the candidate for the position. Smart recruiters wish to cast as wide net as
possible in order to reach many possible applicants as they can and social media is increasingly
being harnessed by such employers as part of their selection and recruitment strategy. Tips For Using Social Media To Make The Right Hire Paper.
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However, not all recruiters are using social media to screen potential job candidates. A
study conducted in 2013 revealed that only 22 percent of employers were using social networks
such as Instagram or Facebook to screen job applicants. This is fall from 34 % in 2008 (Halligan
& Shah, 2009). When asked why they did not employ social media for applicant screening, 74 %
of corporations said that legal risks and protected traits on the applicant’s social network site
profile was their main concern. This concern is legitimate. For instance, from an applicant’s
photo, a recruiter may learn his/ her likely age, race among other things. In addition, individuals
also post personal details such as family and medical problems. Nonetheless, the fact that the
recruiter may learn details about an applicant’s protected status or other details does not mean
that the recruiter will utilize it. The risk that is associated with social media background checks
also emerge during interviews, where applicants frequently disclose details than a recruiter
cannot consider (Zarrella, 2009). Tips For Using Social Media To Make The Right Hire Paper.
Recruiters utilize background checks in order to get a clear picture of the applicant than a
60 minutes interview can reveal. Screening via social media is one of the ways that employers
can use in order to conduct background checks to establish whether an applicant should be hired.
The social media page of a candidate can offer valuable details that a recruiter can legitimately
consider. People have posted almost everything from racist rants to photos of themselves dressed
scantly – suitable justifications not to recruit them. Recruiters may also learn details that weigh
in favor of recruiting them, like their relevant volunteering work (Brogan, 2010).
Implementing Strategy
It is extremely crucial for employers to comprehend the most suitable way to apply social
media for their hiring strategy. Employers need to learn the art of using social media to conduct
applicant’s background checks (Zarrella, 2009). Consequently, here are some strategies that a
company can follow in order to secure adequate outcomes from its social media background
check process. First, the employer needs to establish a recruitment plan. Tips For Using Social Media To Make The Right Hire Paper. Consequently, the company needs to consider its short- term and long- term objectives, type of applicants required
in order to meet such objectives, the technology needed in order to attract the right pool of
candidates, and the measures that the firm can use in order to accurately check the background of
each applicant. In addition, the company needs to establish the amount of time that it requires to
spend on social media in order to conduct candidates’ background checks. Tips For Using Social Media To Make The Right Hire Paper.
Second, the recruiter should ensure that it picks the right social media platform.
Recruiters should ensure that their social media background checking strategy yields sufficient
outcomes. As such, it is essential that the recruiter identifies the precise social media platform
according to the needs of the company. The platform that the recruiter opts to use should target
the specific audience. For example, if the applicant holds an active presence on LinkedIn than
Facebook, then the background check should be focused on more LinkedIn. The third strategy
entails engaging with potential applicants. The recruiter needs to engage with potential
applicants by initiating dialogue with them. During the dialogue, the recruiter should be
approachable, transparent and genuine. If the recruiter makes fake engagement, then there are
possibilities that the potential applicant will not trust the recruiter and the organization.
In conclusion, social media is a technology that has become increasingly vital for the
survival of any business in today’s highly competitive ecosystem. Social media is particularly
important when it comes to the process of selecting and recruiting new individuals into the
organization. Identifying the right candidates for a particular work in the organization saves the
HR valuable time and resources. Tips For Using Social Media To Make The Right Hire Paper. Consequently, conducting adequate screening of an employee is crucial towards determine their general behavior. Since a 60- minute job interview cannot be
able to equip the recruiter with adequate information about the applicant, social media screening
provide the most valuable way of knowing the general behavior of potential job applicants. The
social media page of a candidate can offer valuable details that a recruiter can legitimately
consider. People have posted almost everything from racist rants to photos of themselves dressed
scantly – suitable justifications not to recruit them. It is no doubt that recruiters continue to
harness social media platforms in order to gain valuable information about potential candidates
that can help them save both time and money. Social media allows the organization to collect
essential information about the applicants and therefore, enable the recruiter to arrive at the most
suitable candidate that suits the needs of the organization. Tips For Using Social Media To Make The Right Hire Paper.
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References
Zarrella, D. (2009). The social media marketing book. " O'Reilly Media, Inc.".
Brogan, C. (2010). Social media 101: Tactics and tips to develop your business online. John
Wiley & Sons.
Halligan, B., & Shah, D. (2009). Inbound marketing: get found using Google, social media, and
blogs. John Wiley & Sons. Tips For Using Social Media To Make The Right Hire Paper.
Barefoot, D., & Szabo, J. (2010). Friends with benefits: A social media marketing handbook. No
Starch Press.
Gillin, P. (2009). Secrets of social media marketing. How to use online conversations and
customer communities to turbo-charge your business. Fresno: Quill Driver Books.
Woods, T. C., (2014). Nine tips for using social media to make the right hire. Retrieved 24 Oct.
15 from: http://www.theglobeandmail.com/report-on-business/small-business/sb-
managing/human-resources/nine-tips-for-using-social-media-to-make-the-right-
hire/article19000449/. Tips For Using Social Media To Make The Right Hire Paper.