Need help with my essay (NEED TO BE DONE IN 8 HOURS)

Increasingly, a potential employee’s use of social media is a consideration for employers. Discuss why employers have this new focus in their recruitment and selection policies.

With today’s growing population, the use of social media has become an exceedingly popular network (Kluemper & Rosen 2009). SNS such as facebook and Linked have rapidly grown to more than 500 million and 80 million users in 2010. (Nankervis et al. 2014)With access to social networking sites such as Facebook, twitter and Myspace, work places have decided to use potential candidate’s personal information during their recruitment process (Kluemper & Rosen 2009). ‘Recruitment is the process of attempting to locate and attract a pool of suitably qualified and experienced people to apply for existing or anticipated positions within an organisation’ ().Employee recruitment is a process (Barber et al., 1994) where an organization undertakes different actions in order to generate an appropriate number of qualified applicants and enhance their likelihood to accept an eventual job offer ().Social networks have allowed individuals personal thoughts, age, and relationship status to be widely accessible to the public making it easy for employers to access (Madia 2011). The reasons to why employers screen social networks is …

One reason why employers screen social media during their recruitment process is because they provide more reliable and honest information (Slovensky & Ross 2012). Resumes and cover letters are usually used by employers and hiring teams in the recruitment process to evaluate future employees. However, these application forms highly only reflect on a candidate’s best personal aspect (Slovensky & Ross 2012). Rather than these forms presenting the applicants usual and real work performance they focus on identifying their maximal work abilities (Kluemper & Rosen 2009). Analysing one’s media platform can perhaps be a more reliable source as they display a person’s typical behaviour……..(Kluemper & Rosen 2009). Mangers consider employees social networking sites to contain more truthful and real information as these sites are not commonly used for hiring reasons and are simply used to connect with others. A problem found in resumes and cover letters is that they contain false or overly exaggerated information. Slovensky and Ross (2012) have found that a study conducted stated that out of 5.8 million resumes examined by the ADP employment firm, 41 percent consisted of errors and false information relating to employment background and education. Therefore, this information alone cannot be entirely relied upon. Interviews

Secondly, managers use social media during hiring to make the correct decision ensuring it is efficient and cost effective (Fisher et al. 2014). One’s reputation has a substantial influence throughout the concluding steps of the employment process when employers are required to accept or reject and offer. Social network screening can be more common and approved by job applicants in organizations such as the child care, the bank and military suppliers Where recruiting an unsuitable and wrong candidate might have severe consequences. From a cost benefit view point, the advantages acquired from the information received by checking one’s social media may highly exceed the costs of searching such information. For instance, several managers are 35 and over, however many users of Facebook are between the ages of 18-34 years, so for older candidates there might not be as many social network background checks. Nonetheless, few managers might still carry out a cost benefit analysis for senior managers to determine that it is worth searching their social media where problems may carry out towards the firm

Thirdly….

Conclusion..

Reference List:

Madia, SA 2011, ‘Best practices for using social media as a recruitment strategy’, Strategic HR Review, vol. 10, no. 6, pp.19-24.

Slovensky, R & Ross, WH 2012, ‘Should human resource managers use social media to screen job applicants? Managerial and legal issues in the USA’, info, vol. 14, no. 1, pp. 55-69.

Kluemper, DH & Rosen, PA 2009, ‘Future employment selection methods: evaluating social networking web sites’, Journal of Managerial Psychology, vol. 24, no. 6, pp. 567-580.

Carrillat, FA, d’Astous, A & Gregoire, EM 2014, ‘Leveraging social media to enhance recruitment effectiveness: A Facebook experiment’, Internet Research, vol. 24, no. 4, pp. 474-495.

Fisher, R, McPhail R, You, E & Ash, M 2014, ‘Using social media to recruit global supply chain managers’, International Journal of Physical Distribution & Logistics Management, vol. 44, no. 8/9, pp. 635-645.

Nankervis, A, Baird, M, Coffey, J & Shields, J 2014, Human Resource Management: Strategy and Practice, 8th edition, Cengage Learning, Melbourne, Australia.