Social media
Discussion reply: Social media
Assignment Instructions: A reply of at least 300 words. For each Discussion response and each reply, you must support your assertions with at least 2 scholarly citations, the textbook and Scripture. Each reply must incorporate at least 2 scholarly citations, the textbook and Scripture. Any sources cited must have been published within the last five years. All citations and references must be in current APA format. Do not repeat the same sources, use of the text or Biblical integration from your former posts. All citations and references must be in current APA format.
Nila Hayes
The explosion of social media, coupled with the 2019 COVID pandemic, has drastically altered global functionality. From media and entertainment to the food industry and business operations, no institution remains exempt from the impacts of social media. While social media has provided an innovative platform and allows corporations to reach a large audience at any time of the day, it has also contributed to the isolation and exclusion of certain groups.
Human Resource professionals must carefully navigate social media to determine whether they use it in their favor or at their demise. To make informed decisions, they must weigh various outcomes and implications.
As an HR manager at a manufacturing firm of 80 employees tasked to determine if social media is the appropriate platform to screen candidates, I must consider both the positive outcomes and negative ramifications.
Three crucial advantages of leveraging social media to recruit new employees are its ability to attract a wider range of candidates, target advertisement, and cost-effectiveness ( Smith, 2021). Since social media is a global platform, it allows the company to pull candidates from all over the world, tapping into a more diverse available labor pool (Cascio, 2022). Social media has allowed companies to hire ideal applicants from various states and countries. Job posting sites such as Facebook, Twitter, and LinkedIn require little to no cost so companies can post their vacancies on the websites and reach a wide range of people (Johnson et al., 2023). Additionally, people who follow the company’s page have some level of interest in the company, so when job vacancies get announced, those who follow the company are more open to information, so they can be the first to apply. If they have no interest in the position, it is common for individuals to share the announcements on their page, advertising the company’s brand image.
The disadvantages of social media in recruitment in selection are its limited candidate quality, exclusion of candidates that are not on social media, and its dependence on algorithms. Social media relies on people’s algorithms to tailor advertisements and information to its audience (Ternikov et al., 2022). If a wide range of people are not absorbed into a company, the recruitment pool is limited so companies who do not engage with its audience frequently on social media can have a hard time getting traction with job postings. If a corporation does receive a large number of applicants, it must utilize more time and resources screening through a large portion of applicants who are not qualified for the position. When putting in job applications, a lot of people click through and complete them without reading the job description and requirements in its entirety to determine whether they are a good fit for the position. Oftentimes, on platforms that allow you to quickly apply such as LinkedIn, people apply for dozens of positions, phishing to see if they could get a potential bite without submitting quality applications. Another factor could be incomplete applications. Despite the mindset of all of the applicants in the above scenarios, HR professionals must still weed through the submissions to find their best applicants.
Lastly, there is a large population of individuals who are not on social media which excludes potential quality applicants. Many people who did not grow up in the digital age or do not wish to be on social media platforms for various reasons should not be isolated. They still utilize other avenues such as networking events and job fairs, headhunters, recruitment agencies, and many others. Arguably, solely using social media platforms for recruitment and selection could be seen as discrimination because it consists of a younger demographic. Romans 2:11 declares, “For God does not show favoritism” (New International Version, 1993/2016, Romans 2:11), so why limit recruitment to social media when it is known that a portion of the workforce does not use social media?
Although social media is easier and more convenient, I would exercise other recruitment strategies such as job fairs to find talent. This allows HR professionals to pull talent both globally and meet candidates one-on-one, providing everyone with a fair shot but ultimately, this depends on the field of the company. For some sectors, such as the government or security industry, where people opt not to be on social media, traditional recruitment strategies such as networking events and job fairs may be more beneficial than a field such as advertisement or marketing. I recommended tailoring the recruitment approach to its market and field.
References
Cascio, W. F. (2022). Managing Human Resources (12th ed.). McGraw-Hill.
Johnson, A. F., Roberto, K. J., Hartwell, C. J., & Taylor, J. F. (2023). A social media engagement framework for applicant attraction and retention: #SocialMediaCongruence. Online Information Review, 47(1), 104-122. https://doi.org/10.1108/OIR-05-2021-0260Links to an external site.
Smith, D. (2021). Research shows role of pre-hire and post-hire outcomes in effectiveness of social media recruitment. Human Resource Management International Digest, 29(5), 17-19. https://doi.org/10.1108/HRMID-02-2021-0033Links to an external site.
Ternikov, A. A., & HSE University — St. Petersburg. (2022). Skill-based clustering algorithm for online job advertisements. Izvestiâ Saratovskogo Universiteta. Novaâ Seriâ. Seriâ Matematika. Mehanika. Informatika (Online), 22(2), 250-265. https://doi.org/10.18500/1816-9791-2022-22-2-250-265Links to an external site.
The Holy Bible, English Standard Version (2016). Romans 2:11 NIV – For God does not show – Bible GatewayLinks to an external site. .(Original work published 1993).
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