Social Recruiting
HELLENIC OPEN UNIVERSITY
SCHOOL OF SOCIAL SCIENCES
Masters in Business Administration (MBA)
SUBJECT 1
Technology and social media have completely transformed the traditional recruitment and selection processes, while have led to decreased costs for the company and increased efficiency for the HR managers. Below we will examine the changes that have been made to the basic functions of the mentioned processes due to the technological change.
- Revamping in attracting applicants
The traditional time consuming methods of attracting new employees were the advertisements in newspapers and notice boards, via recruitment agencies, college placement offices, executive search firms, job centers and so forth. Today with online recruitment (through company’s website or websites of companies that specialize in that (Cariera,Indeed,etc)) and with social recruiting, HR specialist can target a wide population of applicants and search for the appropriate candidate without spending much money or time. Social media offer a better bounce rate, higher quality and lower cost per reach comparing to other recruitment methods (Mattern,etc,2012). In addition, manager who uses social networking can attract passive job candidates who might not otherwise apply.
-Revamping in accessing and managing applicant’s information.
With Human Resource Information System (HRIS) applicant tracking is easier than ever for the recruiter. With the use of relational database he can find quickly employees with specific characteristics/skills/experience etc. “This system is far more sophisticated than the old-fashioned method of filing employee data by name, with one file per employee”(Noe,etc,2011,p.506). With Applicant Tracking System (ATS), documents, resumes and information are stored in one location. Data can be collected from internal applications via the ATS front-end from company’s website or can be extracted from applicants on job boards and be stored in one database, where
SCHOOL OF SOCIAL SCIENCES
Masters in Business Administration (MBA)
SUBJECT 1
Technology and social media have completely transformed the traditional recruitment and selection processes, while have led to decreased costs for the company and increased efficiency for the HR managers. Below we will examine the changes that have been made to the basic functions of the mentioned processes due to the technological change.
- Revamping in attracting applicants
The traditional time consuming methods of attracting new employees were the advertisements in newspapers and notice boards, via recruitment agencies, college placement offices, executive search firms, job centers and so forth. Today with online recruitment (through company’s website or websites of companies that specialize in that (Cariera,Indeed,etc)) and with social recruiting, HR specialist can target a wide population of applicants and search for the appropriate candidate without spending much money or time. Social media offer a better bounce rate, higher quality and lower cost per reach comparing to other recruitment methods (Mattern,etc,2012). In addition, manager who uses social networking can attract passive job candidates who might not otherwise apply.
-Revamping in accessing and managing applicant’s information.
With Human Resource Information System (HRIS) applicant tracking is easier than ever for the recruiter. With the use of relational database he can find quickly employees with specific characteristics/skills/experience etc. “This system is far more sophisticated than the old-fashioned method of filing employee data by name, with one file per employee”(Noe,etc,2011,p.506). With Applicant Tracking System (ATS), documents, resumes and information are stored in one location. Data can be collected from internal applications via the ATS front-end from company’s website or can be extracted from applicants on job boards and be stored in one database, where
Bibliography: Noe, R. Hollenbeck, J. Gerhart, B. Wright, P. (2011), Fundamentals of Human Resource Management, New York: McGraw-Hill/Irwin Noe, R. Hollenbeck, J. Gerhart, B. Wright, P. (2008), Human Resource Management: Gaining a competitive advantage, New York: McGraw-Hill/Irwin Mihiotis, A. (2005), Management of People and Organizations: Human Resource Management, Patras: Hellenic Open University Mattern, F. Huhn, W. Perrey, J. Dorner, K. Lorenz J. Spillecke, D. (2012), Turning buzz into gold: How pioneers create value from social media, Denmark: McKinsey & Company, Inc.