DQ 2-1

DQ 2-1 Responses

1.

My organization uses a few different resources to acquire employees. The first would be via our website. Potential employees can search our career page to find openings in any of our locations across the United States. When a new location opens, my organization takes it one step further and posts openings on job sites such as Indeed, Monster, and Craigslist. We also have a referral program for managers, so if an employee refers a manager from another restaurant and they get hired, the employee receives $1000 for that referral. When an employee begins the application, they are directed to our company website to keep all applications consistent across the board. They will then fill out an employment application and take an assessment test. If they pass the assessment test, the application gets sent to HR and then to our managers to schedule an interview. 

Challenges faced using social media and online settings is that people are not always who they portray themselves as. Many resources are wasted when people are dishonest on their profiles or applications. When managers then meet these people in person, they are completely different than portrayed and it hurts the chances of other quality employees being chosen for an interview. One benefit, however, is that our organization has access to a very large pool of talent and can acquire highly qualified employees via online databases. It is especially helpful during a new restaurant open, as we need to hire for every position and we need to do it quickly. Finding ways to reduce drawbacks include our current assessment that helps weed out ineligible employees, and creating lengthy, specific applications that only those who really want the job will apply to. Another way to reduce drawbacks is to post with online journals that require subscriptions, so the potential employees are not just posting to every job they see on the internet.

 “The best way to find employees is to test multiple strategies and see what works best for your company” (BetterTeam, 2018, web).

Proven Ways to Find Better Employees [Step-by-Step Guide]. (2018). Retrieved from https://www.betterteam.com/finding-employees

2.

Re:Topic 2 DQ 1

Will Gish (2018) discusses how online recruitment platforms are more likely to meet employer needs and budget as well as those applying for jobs. Paper job posting are becoming a things of the past in our growing digital world (Gish, 2018). I work for the State of Arizona in a government position. Every week new job listing are posted to one central site where internal and external applicants can apply for positions. The listing include which agency the job is with, description, pay grade, etc. Having all jobs in one central location is a great way to explore opportunities. In addition, my agency also will post positions to indeed.com where “key word” searches will bring up the job posting. We also have a Facebook page with links to apply for jobs and view job opportunities. Although, our Facebook page is mostly to preventing child abuse, providing resources, and encouraging fostering and adoption.  

 

There are many benefits in posting jobs online and through social media. It gives quicker access to the public on what’s available and can bring in more candidates for jobs. However, that could also be a serious drawback as well. The sheer volume of applicants who can see and apply for jobs online could make it more difficult for Human Resources and hiring managers to weed through applicants. One way to reduce large volumes of applicants is to include questions that applicants have to answer before submitting their application/resume. For example, if an employer is looking for a specific level of education, degree, certification, number of years of experience, management experience, etc, they could ask those in a “yes/no” format. This could potentially help weed out applicants who are applying without thoroughly reading the job requirements.

 

References:

Gish, W. (2018) Recruitment Staffing Process. Retrieved on July 26, 2018 from  https://smallbusiness.chron.com/recruitment-staffing-process-17593.html

3.

The average person has around 5 social media sites (Bennett, 2014).  My company uses social media sites to recruit employees like LinkedIn, Facebook, Instagram and Indeed.com.  These sites are used to post job openings or just advertise in general. Potential employees can see our culture through these sites and be intrigued to work for our organization.  My company is pretty strict with social media policy as far as what employees can and can’t post.  All the posts are posted by Grand Canyon University and then employees can share these posts with friends.

As a potential employee there are some benefits of social media.  You can find open positions easily, companies can find applicants who are not actively seeking positions but are looking for a change. Candidates can get responses back quickly about positions. Candidates can find the right cultural fit by viewing more about the company on their social media site. Some of the challenges that accompany social media recruiting are if people do not have professional looking pages they can deter employers, people do not have their current job information up to date, people are not active on social media, and if people do not have their accounts locked so everyone can see whatever is on their page.  Some people may not be on social media sites (Dressler, 2014).

The drawbacks that employers face when using social media to attract future applicants is that they can get an overabundance of applicants but that doesn’t always mean quality applicants.  There can be a lot of sorting through applicants.  Companies only get so many characters to post a position so they may not be able to get out all the crucial info.  Companies need to capture people’s attention who are mostly going on social media to look at what is going on in their friend’s lives. It can also be really hard to communicate with the person if you are not connected to them (Green, 2017).

Bennett, S. (2014, October 24). The Average Internet Using has 5 Social Media Accounts. Adweek. Retrieved from: https://www.adweek.com/digital/social-media-accounts/

Dessler, G. (2016).  Human resource management (15th ed.). Upper Saddle River, NJ: Pearson/Prentice Hall. ISBN-13: 9780134235455

Green, A. (2017, July 5). The disadvantages of Using Social Media for Recruitment. Career Trend. Retrieved from: https://careertrend.com/disadvantages-using-social-media-recruitment-36520.html