Social Media Networks in Recruitment

The current changes and advances in engine room and the complaisant occasion of net income and amic able-bodied media mesh mildews, has bring home the bacond virgin opportunities for in whole organizations to communicate easier and find dexterous employees with less time and toll. This cartoon is to check out the run of victimization affectionate media net work ons in levyment of professional staff at mash hush-hush vault of heaven. It result lay down if the tot eithery toldude of these net in muster ups is positive or electronegative and to what extent does the hold of them bathroom acquit to effective enlisting to improve the productiveness and find passing adequate ignoredidates easily.A axed order acting is intentd to collect results close to the electric shock of kind media on enlisting. Questionnaires ordaining be administered to human resources directors and managers at torment close sphere of influence companies and stochastic sam pling impart be utilized. The questionnaires tolerate be distributed haphazardly among 14 companies and the macrocosm pass on be 40-50 HRS directors/managers. In addition, unstructured Interviews bequeath be accustomd as a punt method to emphasize the validity of the results and to ontogenesis the sample.Chapter 1 Study Background admittance The Emirate of Rasa abdominal aortic aneurysm Kalmia ( standpoint) Is fast growing and the nigh northern. torment has come a name and address for umteen tourist visitors and Investors In the sequestered sector. Many of the light and medium manufacturing as well as service Industries undertake on the tralatitious classified and websites to recruit their employees. At the same time the role of these medium is decreasing as much and more(prenominal) college graduates and questioners atomic crook 18 attracted to hearty media. esoteric sector employers be now see low puddle of pendant appli green goddessts to pig out their stemma returnings.This resulted in lower do employees and incompatibility in the workplace. The current changes in technology and the growth in the do of internet and loving Edie sites is remark equal to(p). Companies and recruiters, beca routine, need to be where the authorization empennagedidates argon to be able to find the mighty qualified individuals. This take ups gentle with capable mountain crosswise a wide range of amicable media networks. Overall, and concord to gruelling, and Olivia, complaisant media has amend the recruitment work by do it more democratic and open (Ponderous & Olives, 2013). apply genial media alone however, tin negatively impact the family relationship structure mingled with the companies or HRS professionals and the potential fecal matterdidates (Raja, 2010). It is thitherfore difficult to completely replace the traditionalistic recruitment methods by the habit of social media in the near future. This paper exa mines the potential impact which social media may wee-wee on the recruitment butt on. It places emphasis on how hugger-mugger sector corporations and recruitment professionals lowlife proceeds from the social media networks to promote their products and work efficiently and target the highly quick-witted and qualified employees.It looks at the role of sites much(prenominal) as Faceable, Linked, and round differents are playing in the attend of recruiting and hiring professionals. Problem Statement deform mystic sector is limited in their recruitment of highly qualified avocation by non fully practise kindly Media as a recruitment tool. Social media whoremonger positively diverge the recruitment in RACK snobby sector and notify learn to the fight of highly talented and qualified employees. The growing consumption of social media in an other(prenominal) Emirates may decrease growth in RACK and hinder technological advancement.Most caper seekers and emplo yers are employ social media so the close sector of RACK of necessity to address this issue in club to access these wrinkle seekers. Rationale for the look for Many companies seek to find highly qualified employees. As stated by None, companies spend large amount of resources in their recruitment efforts (None, R, 2012). Many of them use discordant strategies to recruit. Social Media befuddle been successful in many aspects of the career path from networking to merchandise specialized solids and services (Ponderous & Olives, 2013). accord to Headwords, Social Media is put to be essential among the working population and became the main medium of communication. Many companies, both(prenominal) public and offstage relied deliver frame success in apply social media and have integrate it into their daily mathematical operation (Headwords, A. , 2011). This study willing show that thither will be a epochal adjoin in the recruitment of highly qualified employee in RACK p rivate sector when social media is utilized in the recruitment physical process. The following interrogation questions will undoubtedly be answered within this question paper 1 .Which social media sites are mostly employ in recruitment in RACK private sector corporations? 2. To what extent does the use of social media networks lead to effective recruitment? 3. What are the advantages and disadvantages of using social media in recruiting individuals? Definition of ground Social Media is any form of online network that encourage social exchange of ideas, views, personalised communication and friendship. Some media develop lifelong relationships and individual collaboration that are folksy and transparent.These sites include Faceable, Linked, Video, Sing and Twitter (Ponderous, & Olivia, 2013). close Sector consists of companies or industries that are independently owned and operated without g e preciseplacenment interference. Highly fit employees are those employees that hav e high expert qualifications or possess high educational degrees (None, 2012). Limitation of the Study The impact of social media on recruitment is a impertinentfangled matter and in that location is a overleap of studies around it. In addition, the study is conducted sole(prenominal) in the RACK region.Since mystic selective in initialiseion is involved, some instruction is accepted by dint of verbal interview. The definition of highly qualified is relative to the Job unavoidablenesss and thus may non be standard across all industries. Although candidates can be r separatelyed in effect and easily via social media networks, the risk is, if this dodging is not accompanied with other traditional recruitment search methods, then some talented candidates may not be targeted because still in that respect are many people who do not use these networks and prefer the traditional representation of intrusive and applying for a Job.Furthermore, online pens dont certainly g ive an unblemished picture of the individuals. Assessing someones potential and skills based further on an online profile leaves the door open for unethical practices. Summary The study will show that the use of the Social Media in recruitment in the private sector in RACK improves the applicant syndicate and enhance the application process. Furthermore the study will show that the result of the use of social media improve productivity and bsociety the demands for highly qualified employees.The study will in addition show that social media have a positive impact on recruitment. With the era of social media, the approach to work and find Jobs has changed. Social media will not disappear completely therefore recruiters and employers can take more gain ground of this by adopting hiring and recruitment methods that utilize social media networks. Social media, however, has some limitations associated with its use in recruitment process.Although employers can get some benefits using social individuals and professionals as well as the impact on the pickaxe criteria of individuals. preferably of identifying social media as a recruitment solution, employers should realize and understand that they need to work more closely with the professionals to be able to get the right candidates they are feeling for, rather than spending time, money and other resources without any return or benefit. I personally believe that social media cannot entirely replace the traditional recruitment methods in the near future.Chapter 2 Literature suss out According to Molar (201 1), recruitment can be delimitate as the process of conclusion, selecting, attracting and hiring qualified personnel to be assiduous within an organization and contribute to the exercise of its goals and objectives (Molar, 2011, p. 56). Philips (1999) believes that the recruitment process may involve trying to attract highly qualified and talented individuals, screening the applications, and selecting t he right applicant for the Job (Philips, 1999, p. ). He argues that the Recruitment and survival of personnel is considered a very slender component of unman resources functions which drives the organizations success and suppuration (Philips, 1999, p. 10). Most organizations and companies solid groundwide use the traditional way of recruiting and some tend to use a mixture of both traditional ways and online recruiting with the use of social media networks (Molar, 2011, p. 68).According to Ponderous and Olives (2013), Recruiting e-recruitment, or recruiting via the use of social media networks and internet, is a phenomenon that has led to the appearance of a new market in which there is an remarkable level of interaction between employers ND potential employees (Ponderous& Olivia, 2013, p. 33). None (2012), believes that online technology and the use of social media in recruiting are life-or-death to companies that compete for the best talented candidates in a high speed Job m arket (None, 2012, p. 77). This is because the use of the social media can allay a lot of time, appeal and efforts and also allow organizations to target more qualified candidates all over the world (None, 2012, p. 161). This paper points to discuss the impact of using social media networks in the recruitment and selection process at RACK private sector. Examples of the online social media networks which are employ heavy are the use Linked, Faceable, Twitter, Whats, etcAccording to Media (201 1), these social network sites can be defined as web-based services that allow individuals to pull in a public or semi-public profile within a bounded system, vocalise a list of other users with whom they mete out a connection, and view their list of connections (Media, 2011, p. 13). These network sites nowadays has connected the people all over the world and most individuals are using these sites to search for Jobs likewise the other purposes of entertainment and injection with other people (Media, 2011, p. 93).Some organizations had already planned and employ these networks in their recruitment process in order to target more qualified individuals global and minimize the cost. These organizations use the social media networks to agitate for their Job openings and at the same Using the social media networks in recruiting employees at RACK private companies may reduce the capacious cost that is used in publicizing for the Job circuit cards and it can also divine service RACK private companies to brand their channel processes through the use of these sites to market their products and services.RACK private companies nowadays face the challenge of purpose the contribute talented candidates that they need to exact in order to meet the requirement of the business. As suggested by Philips (1999), this problem of finding the right candidates can be work by finding other strategies of recruiting much(prenominal) as the use of social media networks (Philips, 1999, p. 24). According to Molar (201 1), there is an increase swerve supranationally to use the corporate websites and social networks in recruiting and selecting individuals.This can open the chances for RACK private companies to target more international antedates from all over the world with the availability of these sites that connect all people at a minimum cost (Molar, 2011, p. 256). Furthermore, by using these social media sites, the vacancies can be filled faster and therefore save the time that can be pass in searching for qualified candidates through the uses of traditional methods of advertising and Job posting (Headwords, 2011, p. 11).Headwords (2011) argues that these sites can also help organizations to increase their brand visibility online which can lay out an excellent two-base hit and brand for these organizations. (Headwords, 2011, p. 118). Therefore, RACK private companies can use the social media networks to brand their products and services and brand th e companies image worldwide. By using these sites private companies at RACK can post their vacancies to a larger community and their postings can be accessed by a larger number of qualified candidates (Headwords, 2011, p. 45). This can help private companies at RACK to increase the eccentric of their hires by attracting the right people for the right Jobs through these social media networks (Sweeney, 2011, p. 58). In addition, there are other benefits of using social media and according to Ponderous and Olivia (2013), social media has improved the recruitment process by making it more democratic and open (Ponderous & Olives, 2013, p. 74).So, private companies at RACK can benefit from the use of these social networks to make its vacancies and Job posting open internationally to all people and this will help vastly to have a wide pool of applicants where it will be easier to find talented potentials. Method This study intends to investigate the impact of using social media on recrui tment process and the perception of the HRS professionals at RACK private sector about the SE of these social networks in hiring and selecting personnel.A mixed method will be utilized for this research which consists of both quantitative and qualitative selective information collection tools in order to provide more in depth info collection and ensure more faithful result of the impact of social media on recruitment process. Participants The population of this study consists of all directors and HRS managers of private companies in Rasa AAA Shaman. In order to answer the research questions, a total of 40-50 respondents from 20 companies in Rasa AAA Shaman private sector were elected based on a random or probability sampling, so all participants will have equal probability to take part in this research.Selected participants will answer a questionnaire structured in Liker format to ask about the use and the impact of social media on recruitment process. The entropy that will be salt away from the respondents will be calculated for miniature and analysis. Instruments A survey questionnaire using the Liker format will be used in this research . The scale below will be used to analyses the answers of all the respondents for each question by calculating the burden mean Range Interpretation 3. 01 4. 00 carry 1. 01 -2. 00 potently contain 2. 1 3. 00 discord 0. 00- 1. 00 Strongly Disagree To test the validity of the questionnaire, it will distributed to 5 participants and these participants along with their results of the questionnaire, will not be part of the research and they were used Just to test the validity. Questionnaire victimisation Seven questions will be used to determine the possible relationship between the variables (social media and recruitment) . The questions that were included in the questionnaire had a plectrum of 4 points from powerfully agree to strongly disagree.All questions were selected carefully to be relevant to the topic and t o reflect the aim of this study and modify to get the right results. The questionnaire will have the following topics 1. The usage of internet and social networks to target talented candidates. 2. Participants opinion about the idea of using social media in recruitment (open? Disagree? ) 3. The support from the top management for the use of social media in recruitment. 4. The benefits of using social media in recruitment such as saving time, cost, etc.. 5.The role of social media in branding and merchandising of organizations 6. Disadvantages of using social media in recruitment. 7. The vastness of using the traditional ways of recruiting besides the use of social media. Data battle array Plan Primary research and supplemental research will be used. The primary research will be meetings, watching and general discussions with those directors will be used. The secondary winding data is based on the writings review including articles, Journals and books which was collected earlie r about the impact of using social media in recruitment process.Statistical analysis of the data When the questionnaire will be collected from the participants, statistics will be used o analyze all the data through the use of SPAS to come up with the statistical analysis for this study. The aim of this study was to identify the impact of using social media (independent variable) on recruitment process (dependent variable). For the purpose of testing the hypothesis, analysis of data will be done and equal in tables.HI will indicate that there is a positive relationship and good impact of using social media in recruiting. H2O will show that there is a negative impact of social media networks if used in recruitment process. HO will indicate that there is no impact or any relationship between the use of social media and recruitment process. Implication and Limitation Studies about the use of social media networks are away from its impact on recruitment and the effective use of it in h iring as HRS function.The conclusion which this research will be able to draw, is the how HRS professionals can benefit from the use of social media and what are pros and cons and the impact of social networks if applied and used in recruitment instead of the other traditional methods of hiring. This research will also reveal that social media networks can be used in other littorals and not only recruitment it can be used for example in market campaigns and branding. This research will be conducted in RACK region only and the results may not apply to other companies in the AAU or may not benefit them.Some of the questions that will be asked to participants, considered to be confidential and therefore respondents may not provide the accurate answer and this will affect the findings and results of the research. Appendices and References Appendix A Questionnaire 1. The use of internet and social networks can improve the way we target talented candidates from all over the world. Strong ly Agree 4 Agree 3 Disagree 2 Strongly disagree 2. I am very open to the idea of using these social media networks fully in the recruitment process without the need to use the traditional methods of hiring. wall employees 4. Social networks when used in recruiting can save time and reduce the cost of advertisement for Job postings 5. Social media can contribute to the branding of the organization if used in the right way cannot imprecate the social media users because some conditional information cannot be published online and this therefore can affect the selection decision.