In of their time on social networking

2016, Merriam-Webster defined social media as “Forms of electronic
communication (such as Web sites) through which people create online
communities to share information, ideas, personal messages, etc.”  Social media use web-based and mobile
technologies on smart phones and tablet computers to create highly interactive
platforms through which individuals, communities and organizations can share,
co-create, discuss, and modify user-generated content or pre-made content
posted online. Some of the most popular social media websites are Facebook,
WhatsApp, Instagram, Twitter, Pinterest, LinkedIn, Gab, Google+, YouTube,
Viber, Snapchat and WeChat. These social media websites have more than
100,000,000 registered users. Research shows that the audience spends 22
percent of their time on social networking sites, thus proving how popular
social media platforms have become. This the reason, why companies are relaying
on social media sites for posting employment opportunities for attracting a
huge pool of qualified and potential candidates. It raises the visibility of
the company when recruiters recruit through Facebook, Twitter, LinkedIn and
Google+ and thus the brand awareness because it exhibits that to the online
community that the company is following trends of social networking.  The firms believe that social networking
sites will reform the trend of recruitment and will come out as a new age tool
for recruitment. They recognize the fact using social networks can help them to
approach to the best candidates faster and at lower cost than traditional
recruiting methods. But budgets allocated for social media recruitment are
quite low. Only few companies spend some part of their HR budget on social
media, and many spend nothing at all on them. Only few companies maintain
staffs who are dedicated to recruiting via social media.

 Applying social media as a
recruitment tool affects recruiting organizations both positively as well as
negatively. It offers up both opportunities as well as challenges for


1.1  Positive



Trouble-free Recruitment

Social media makes
the recruiting process easier for the company. Organization can post job
openings on all the company’s social media sites, including links to the
listings on the company website. This makes it easier for the company to get
the notice out to the public when jobs become available and for candidates to
apply for those open jobs. Companies are also using social media to recruit new
employees by browsing on the social media sites and hunting for potential
candidates. This way
can help HR executives to
protect themselves and their organizations from allegations of discrimination
by assigning a third-party person to screen applicants based on specific
criteria for jobs.


Speedy Process

Social media assists in targeting
the specific and potential candidate speedily and efficiently. Information
travels quickly through the corporate websites. Candidates and recruiters can
interact easily without any hesitation.


Variety of Information

It can
provide a valuable range of information about candidates, including gender,
background, religion, marital status, age and personal views, making
recruitment easier for employers.


Less Costly

The transactional costs
associated with social media recruitment are lower as compared to traditional
methods of recruitment. It reduces the costs associated with hiring much


Critical Evaluation of Employees

media have permitted employers to examine their employees more than ever
before. Guarantying employee retention is an essential part of any recruitment strategy.
Success of recruitment depends upon how long new recruits remain at the
company. It’s another area where the social media is playing an important role.


Employer Branding

It also
offers a number of tools online for companies to promote the employer brand
effectively to prospective hires and current employees. Thus, facilitates
employer branding.


Explores Hidden Candidates

It gives the opportunity to the
employers to contact such candidates who are actually not looking for a job,
but might consider changing their jobs if come across an attractive job
opportunity with handsome package online. They could get in touch with
candidates whom they may have never found and who may never have found the
companies using other traditional methods of recruitment.


1.2  Negative



Lack of transparency

via Social media lacks transparency. It is hard to find out how much
trustworthy or reliable is candidate’s information online?




may be likelihood of discrimination while recruiting through social media
sites. Personal information of the candidate like race, caste, religion, age,
gender, beliefs, etc. presented online could influence or misguide the



Limited Information

control the flow of information over the social media platforms. They decide to
share only that information which they are willing to share. They may or may
not share detailed or all the information about themselves.



Time consuming process

Collecting too many details about the candidate’s
identity from different social media sites, while conducting a detailed search
is a lengthy and time consuming process for the recruiters.




Information overload

much information available online about the candidate can create information
overload for the recruiters, resulting in ambiguity or confusion.



Demands Maintenance


of social networking sites for recruitment purposes calls for site maintenance.
The sites need to be updated to make sure that queries of the applicants are
answered rationally and on time.



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