Adopting Internet and Social Media Networks to the Recruitment Process
Adopting Internet and Social Media Networks to the Recruitment Process
The composition of the labor force in the twenty first century is diverse and larger portion has been acquired by the generation Y. The generation Y, people born between 1980 and 2000, has a growing share on the labor market. By 2020, more than 50% of the global workforce will be comprised of this generation (Saxena & Jain, 2012).Under the global village context this generation grew up with the sophisticated IT technologies, the internet and various kinds of social networks. When comparing with the earlier generation, the Generation Y has several differences when come to job search. Flexible working hours, incentive pay based on performance, the ability to the career progression, participation to the decision making and well defined job profile. Young people live in the virtual world, therefore In addition to the traditional ways of communicating and attracting workforce, the use of modern technologies, especially the internet and social networks is necessary (Orrell, 2007).The process of recruitment and selection activities in the modern world this has highly influenced. If employers really want to be attractive to modern potential candidates, they have to adapt their recruitment and selection techniques. If companies are not visible and accessible on the Internet and social networks and if they are not interesting (they do not have a good image, advertising, and reputation), they probably do not exist for this generation (Slavic, 2017).
In 2001 Cappelli stated that “the war of talent moves to the internet and that employers need to have plan of a battle” because, in the conditions of ever stronger competition for talents, companies that conduct online recruitment and selection will be able to attract and retain the best candidates (Cappelli, 2001, p. 139). The present day the usage of the internet and social media for the recruitment process is in a beginning stage and in future it will growing up rapidly till the e-recruitment and e-selection. The online or e-recruitment uses the internet to advertise or ‘post’ vacancies, provides information about jobs and the organization and enables e-mail communications to take place between employers and candidates (Armstrong , 2014 )
The development of the internet and social media networks created opportunities to implement recruitment process in modern Human Resource Management practice by effectively using Facebook, LinkedIn ,what’s app. and becoming more important today. Due to the change of labor force in the modern world from the Generation Y, the traditional recruitment techniques are not enough to attract and retain the suitable candidates for the organizations. The gap is filed by the internet and social media like internet, LinkedIn. The combination of traditional and modern recruitment techniques to obtain credible and useful information necessary to make valid decision on the selection of suitable candidate. According to a society for Human Resource Management study, looking on the internet is most commonly used search tactic by job seekers; nine out of ten job recruiters use the internet to get the word out about new positions. Both companies and applicants find the approach cheaper, faster and potentially more effective ( Snell , Boghlander , 2007,p.175,176)
Recruitment is the most important area of human resources management because it determines the quality of all other activities that follow: selection, orientation, training and development, performance appraisal, rewarding employees, etc. Recruitment is defined as the process of aligning the professional preferences and goals of the individual with the goals of the organization (Bahtijarević-Šiber, 1999).
The earlier research was focused on providing as realistic job information as possible and traditional recruitment methods (Saks, 2005), while more recent studies focus on timely recruiting, recruiting through the organization site and online recruitment. Advertising a vacancy only through the company's official website is not sufficient for new generations. Recruitment must be guided by a marketing strategy, and modern technology should be one of the “tricks” that companies use to attract the workforce of a new generation, the Y-generation. Some companies that have recognized new trends and implemented them in their business already use blogs and social vacancy advertising networks for advertising and creating closer contacts with their potential candidates ((Slavic, 2017)). The internet as a recruitment method was recognized in the mid-1990s, and it was marked as a revolutionary recruitment method for the benefit of companies and candidates (Cappelli, 2001; Birchfield 2002; Boydell, 2002).
The advantages and disadvantages of adopting Internet and social media networks to the recruitment process
More scholars have pointed out the advantages and disadvantages of the usage of the internet, as a method of recruitment and these have been confirmed in practice in numerous researches. The list of benefits is long, while some of the most important as stated by (Starcke, 1996, Zusman & Landis, 2002; Parry & Tyson, 2008);
Advantages
However, in addition to the above advantages, there are certain shortcomings as mentioned by (Starcke, 1996, Zusman & Landis, 2002);
Disadvantages
At present, this method of using internet and social media network is increasingly becoming a popular method, among globe as well in Sri Lanka. Due to the popularity and advantages provided, the method has become a popular method in Sri Lankan context, specially at the banking and services sector.
References
Armstrong, M. & Taylor, S ( 2014 ) Human Resource Management Practice, 13th Edition, Kogan Page Limited publishers
Bahtjarević-Šiber, F. (1999). Management ljudskih potencijala. Zagreb: Golden Marketing.
Birchfield, D. (2002). Top Jobs Online. New Zeland Management, 49 (9), pp.18-18.
Boydell, M. (2002). Internet recruitment helps HR careers. Canadian HR Reporter, 11 (20), p.5
Cappeli, P. (2001). Making the most of online recruiting. Harvard Business Review, 79 (3), pp.139-146 Kemp, S. (2016). Digital in 2016. Retrieved March 6, 2017 from Slideshare: https://www.slideshare.net/wearesocialsg/digital-in2016
Orrell, L. (2007). Millennials incorporated: The big business of recruiting managing and retaining the world's new generation of young professionals. New York: Intelligent Women Publishing
Parry, E., & Tyson, S. (2008). An analysis of the use and success of online recruitment methods in the UK, Cranfield School of Management. Human Resource Management Journal, 18 (3), pp.257-274
Saxena, P., & Jain, M. R. (2012). Managing Career Aspirations of Generation Y at Work Place. International Journal of Advanced Research in Computer Science and Software Engineering, 2 (7), pp. 114-118.
Slavic A., Radmila B. and Nemanja B., (2017) The Role of the Internet and Social Networks in Recruitment and Selection Process, Strategic Management, 22 (3), pp. 036-043
Snell,S. & bohlander,G.( 2007 ),Human Resource Management,Thompson Higher Education,USA,pp175-176
Starcke, A. (1996). Internet recruiting shows rapid growth. Human Resource Magazine, 41 (8), pp.61-66.
Zusman, R., & Landis, R. (2002). Applicant preferences for web-based versus traditional job postings. Computers in Human Behaviour, 18 (3), pp.285-296
1) Banks must view on both individual’s and company’s needs assessment while hiring people. This enables the employees to be more satisfied with their work.
ReplyDelete2) Banks must hire candidates through external source of recruitment, so that there is a pump of new blood to the organization. This helps in improvement of company’s creativity.
3) Banks should take into account the external factors of recruitment process. The external factors are demand and supply of specific skills, labour market, unemployment, legal and political considerations etc.
4) Banks should make efforts to effectively communicate to the employees, so that they are clear about the purpose / goal / objectives of the selection process when the respondents are recommended for recruitment.
5) To sustain in the competitive corporate world, the banks should also search for alternatives of
recruitment, such as employee learning, out sourcing and temporary employment etc.
6) Banks should focus on e-recruitment for cost saving, speed enhancement and also time saving.
7) Evaluation of recruitment and selection must be done, to know the effectiveness of job analysis in the organization( Krishna and Maithreyi, 2017).
Thanks. Within the sector of banking, this external recruitment method also very popular. If we take example from the Leading Commercial Banks in Sri Lanka, they are very frequently advertising the vacant posts in National News Papers and Top-jobs.lk site. These external recruitments will open an avenue to outside resourceful individuals to apply freely for vacancies. Further, for the bank, this might act as a brilliant option to recruit the most suitable person, regardless of other barriers of administration. Hence, within the private banking sector, recruitment is considered as one of the prioritized functions, as well for all other organizations.
DeleteHi Thusitha, there are some unintended effects of adopting internet and social media networks to the recruitment process and those are expanding the applicant pool, issues around a loss of personal touch, concerns about cheating and avoiding adverse impact (Chapman & webster , 2003).
ReplyDeleteOk Eranga. Due to the technology advancements and internet among the globe, the HR would reach out for large number of recruitments via novel, innovative and improved methods. Some global firms try out for online recruitments as mentioned by Balaji,(2019).
DeleteAccording to the Kapse, Patil and Patil (2012), e-recruitment should not replace traditional recruitment it should supplement it. As per your example in banking, banks only use e-recruitment for gather applications. But to choose recruits they use traditional methods like tests and personal interview.
ReplyDeleteAgreed Rumesh . The present day banking sector use the e-recruitment to gather the candidates but for the selection using the traditional selection techniques such selection interview. That is due to the lack of the Information Technology development .
DeleteJob-seekers access information about the benefits, culture, managerial practices, and several other specific job elements of the company of interest, either through the provided numerical ratings or the review text. Online platforms and social media have been shown to affect recruitment in hospitality organizations (Ladkin & Buhalis, 2016), though, their effect is not exhausted to recruiting processes. Online employee reviews provide new opportunities for the study of employee satisfaction and performance in the context of tourism and hospitality literature, however, until now this informational cue has remained unexplored.(Ladkin and Buhalis,2016)
ReplyDeleteThanks . The online recruitment occurs with the development of technology . Carbonell N., Théophile Nassè , Alidou O., Bagassé H , Agyei A. and Moussa K.(2020) says , The processes and sources of recruitment have evolved over time and continue to do so linked to the professionalization of human resources management as well as to factors related to the environment, the sector and the level of economic and technological development (
DeleteVideo recruitment is to help the human resource management team in less time-consuming but reliable verification of incoming applications. There are two types of video recruitment: an automatic (asynchronous) form and a live form (Kluza, 2015, p. 88). The live form is much more popular because companies have been using it for a long time, mainly involving a tool like Skype. It is associated with a direct interview and few aspects distinguish it from the same. The most important of them is the possibility to organize it without the need to visit a candidate in the recruiter's office. It can take place independent of the place where both parties are staying.
ReplyDelete