BUAD 650Z 1 Discussion 200 words with 3 Responses reply See the Attachments for details

Discussion2

Discussion main post, discussion 200 words with 2 APA References and 3 post responses

Main post-

Should job recruiters and hiring managers be allowed to review candidates social media pages (Facebook, MySpace, LinkedIn, etc.).  Defend your stance.  What can potential employer's learn from social media?

Posting at least 3 responses each week is mandatory. You need to answer discussion questions in 100+ words and post at least two 50+ word reply to other students. Please include at least one peer-reviewed citation to support your answer.

Post1 – shyam

   There was a time when Facebook did not exist, and the way to impress your potential employer was to have a well-put together resume with outstanding qualifications. During this time, employers made their hiring decisions based on meeting with the potential employee during an interview discussing their resume. Today, this is not merely the case. Sure, a well-put together resume is crucial for landing a job, but it is not the only aspect employers are seeking when looking for employees.

In 2015 alone, 84% of job recruiters were using social media to seek out job candidates, almost a 30% increase from 2011 where 56% of recruiters were using social media (Elejalde-Ruiz, 2016). As the internet becomes more and more prevalent in our everyday lives, it now has an effect on if we land that job we want or not. According to Amie Lawrence, an expert in validation of psychological assessment tools, employers are looking through social media to see if the candidate would be a poor fit rather than a good fit. In fact, 51% of employers surveyed by careerbuilder.com chose not to hire candidates based on the content they posted on social media (Lawrence, n.d.).

Social media was created to allow the creation and exchange of user-generated content (Vaast & Kaganer, 2013). One of the most common social networking sites, Facebook, was created in 2004 by Mark Zuckerberg and is one of the largest social networking sites among college students (Steinfield, Ellison, & Lampe, 2008). Originally used by college students, it is now a social networking site that is used worldwide to connect with friends and family as well as gain social capital. According to university professors Humphreys, Kanowski, & Pape (2013) the symbolic dimension of prestige and social identity questions why people use technology to define their social identity. Along with technological advancements such as the mobile internet, it is easier than ever to share information with an online audience. Photos can be uploaded, statuses can be updated, and users can communicate with others on social networking sites anytime of the day, regardless of where they are at by using their cellphones, tablets, and now even wearable technology such as watches that can reach the mobile internet. It makes sense that social media/social networking sites are being used as a common tool for job recruiters in the search for the right candidate. Social media is a way to get a first impression on people, without actually meeting them first.

Post 2- sravani

Recruiters might use social media to borrow other individuals, such as fellow breadwinners, professional contacts, and federations, to boost their assertions through online networking. They believe in the time-consuming technique of bringing connections one on one, while condoning those talents with traditional recruitment approaches, such as old naming possible rivals or laborer references (Cunningham & Craig, 2019). Social media enables these broad yet focused capabilities at a lower cost than traditional methods such as job fairs and generic marketing campaigns. Furthermore, social media frequently provides these benefits more efficiently than traditional recruitment methods.

Social media allows recruiters to disseminate information about job openings and the institution, allowing modest and effective rivals to resurrect such claims. Traditional recruitment methods, such as online job committees or advertising, frequently involve the only active competitors looking for proof. Social networking encourages recruiters not just to create a more wonderful atmosphere, but also to find barb specialists with the credentials they are looking for. Because of the vastness of the internet, a targeted social media recruiting campaign may potentially reach millions of people almost instantly. Simultaneously, civic media equipment helps recruiters to identify rivals who possess desirable credentials, such as excellent grades or expertise (Cunningham & Craig, 2019).

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