Social

Technology has advanced very much in the current world. It has been said that we currently live in the digital era where everything is done through the internet. Almost every person now owns one or two digital gadgets such as smartphones, tablets, or even computers. Social media websites have become the leading platform where people interact with friends and family. This has made life easier and entertaining. Due to this rapid development of social media, people often upload their personal information on their profiles. It is very much possible to assess and analyze the personality of an individual by viewing their social media profiles. When conducting the recruitment and hiring process, organizations could use social media to help them identify competent job candidates in order to help the employer identify the candidate’s education and job professionalism, best personalities personality fit for the jobs, the candidate’s communication skills, and to avoid legal and reputational liabilities of hiring risky job candidates. A terrific preview thesis statement, Mario. Just be sure that the preview matches the body sections. Just note comments and suggestions. I would add transitions and transitional phrases above and throughout the paper to help connect ideas for the reader. See English 100 handout. Comment by Louise Gerdes: I think the opening is fine, but I might use a more compelling strategy to get the reader’s attention. Comment by Louise Gerdes: I would avoid absolutes as this is not true. I would also say who said this. Be sure to apply the critical thinking skills you learned to your writing. Comment by Louise Gerdes: There is a big leap form the last sentence to this one. I would use transitional words, phrases, and sentences to clearly move the reader from the general to the specific. See sample introductions that we reviewed in Week 4. See transitional words handout from English 100. Comment by Louise Gerdes: [Noun-pronoun agreement problem. Both the noun and pronoun must be singular, or both must be plural. (e.g., Incorrect: A student must study to receive good grades on their tests. Revised: Students must study to receive good grades on their tests.)]

Professional Profiles

One of the essential reasons why employers should use social media when hiring is access to the candidate’s education and experience. When employers use social media while hiring new employees in their companies, they can identify educational and professional profiles and are easily able to choose the best candidates for job positions. Social media profiles contain the educational background of job candidates. While interacting with the online groups created, social media users post their profiles for either proving their abilities to others or even as a move to connect with the right companies and individuals (Joos, 2008). When employers access these details, they can get raw information without having to call in the potential candidates for interviews. Most employers dislike conducting interviews without having prior knowledge or information about the interviewee (Joos, 2008). I would add another sentence in your own words to connect the reader to your argument. Also, can you provide an illustration of a type of company and the type of education or experience that might be useful to the employer?

Secondly, tracking the posts made by those seeking employment positions helps the hiring teams, the human resource departments to identify other engagements, events attended, and past acquired competencies that are related to the vacant job position, (Joos, 2008). Employers check on the nature of the professional events attended and try to link them to the job to be offered. Again, this avoids the traditional job-interviewing scenario where the interviewers relied on the truthfulness of the candidates without verifying from other independent sources. This is good, Mario. However, it is abstract. Can you provide illustrations to help the reader see what you mean? For example, [then provide an event and its connection to a particular job].

Finally, the reliance on social media for candidate information presents the progressive career journey of prospective job candidates (Joos, 2008). The interviewer can accurately analyze the candidate’s passion for the field of employment based on previous postings on social media profiles. This method enables the interviewer to predict the conduct of each job seeker effectively to come up with the best corporate workforce. Most professionals provide their truthful information on their social media profiles to make it easier to network with other professionals. Employers would, therefore benefit from using social media websites to conduct recruitment of the required candidates. Again, this is good, Mario. I would add transitions and please provide some illustrations to help the reader get it. Thus, does Joos give examples to support his or her claims? You can use these examples. If you struggle with citing a source within a source, See p. 6 Secondary Sources. Comment by Louise Gerdes: Do you mean professional journey?

Communication and Interpersonal Skills

[add a main point transition topic sentence]The nature of social media is that users post any information, including all qualities that they have progressively acquired. A critical examination of the posts done previously shows the interviewer the different communication skills possessed by the candidate. An individual’s ability to communicate effectively can be determined by looking on the conversations and articles, which the individual posts on social media based on three main grounds. Nice introduction of the paragraphs within this section.

First, social media presents platforms where individuals post their entire language ability. To boost their personality personal? identities, users mostly post using their best proficiency in a language (Root & McKay, 2014). Whatever an individual will put down on social media is, therefore, to their level best. When interviewers look into these posts, they can identify the language proficiency of prospective candidates in their most natural setting because candidates have no influence over what they present during the time of interviewing. Employers can assess several aspects of language proficiency, such as the choice of words, punctuation, and grammar. I like this, Mario, but is this all you? Be careful, as I will be sending your final paper through the plagiarism checker. Comment by Louise Gerdes: Be sure to use your own voice and not paraphrase too closely.

I have said this above and rather than keep repeating it, I would go through the paper and add transitions and also provide illustrations to help the reader visualize abstract ideas with concrete examples.

Secondly, the previous social media posts made the job seekers truthfully present their social skills. Interpersonal skills easily portray the emotional intelligence of the candidate. Experts in social media and interpersonal communication suggest that every social media post indicates other issues of personality (Root & McKay, 2014). For instance, positive and constructive posts portray the candidate as optimists who can positively inspire other employees while posts of compassion indicate aspects of emotional intelligence such as empathy. Other helpful aspects in judging the candidate are the discussions held in the various platforms. This helps the interviewer identify listening skills and the skill of negotiation.

Finally, internet technologies have today brought people together from different parts of the globe while at the same time, exposing users to different cultural issues, (Root & McKay, 2014). This prompts discussions where individuals have contributed. By looking at the discussions, the interviewer can gauge the cultural competence of the individuals. This aspect is increasingly becoming important due to the global nature of the workforce in various places of work. In conclusion, it is imperative to note the various ways through which employers can benefit from social media in the recruitment and hiring process. Desired qualities such as communication and interpersonal skills can be identified through social media platforms. This would simplify the interview process.

Liability

[add main point transition] By accessing the social media profiles of those seeking a job, the interviewer is able to tell the personality of the job seeker a natural setting away from any influence. This is based on the fact that social media users believe they have a private social space and therefore live with utmost honesty and openness. Additionally, an in-depth analysis of the subtitles of the messages posted, images posted and conversations, the interviewer can predict the patterns and trends in the social life of the individual. Interesting, but I am not seeing the connection to liability.

Social media platforms will in most cases, archive relevant history on a certain user since joining the particular site. This includes the discussions had in times of joy and anger, all which sum up the character of the candidates. Using the historical data available, employers can spot negative qualities which they do not desire thus disqualifies potential candidates on such grounds and at the end is left with the values being sought, (Kleiman & Kass, 2014). For instance, posts that show aggression indicate violent characters that could turn out to be liabilities to the company. This could translate to incurring legal fees that would, in turn, lead to hefty legal actions against the company. Can you provide an example of where a company was liable and/or how they avoided it? Comment by Louise Gerdes: [Delete comma (Delete commas where they are not required)]

Additionally, some job candidates have developed negative reputations based on their social media activities done in the past. By employers associating themselves with such individuals, companies could be doing themselves harm with regards to marketing, which heavily relies on the reputations of organizations and their employees as well, (Kleiman & Kass, 2014). Employers, therefore, look for such characters that are likely to cause trouble in the organization and eliminate them from lists of potential candidates. Human resource managers can also check to see histories of individuals that were blocked from some sites based on negative conducts.

In conclusion, social media has brought with it many opportunities that can be exploited by employers in order to get the best candidates to fill the available job vacancies. Through the assessment of the social groups joined by the individual candidate and the history of their activities in the social media they frequently use, an interviewer can sort out an all-around qualified candidate with regard to rich education qualifications, excellence in communication skills and even parties with positive social reputations. A very nice second raft, Mario. I would add transitions, concrete examples, and address other comments, corrections, and suggestions.

References Comment by Louise Gerdes: Great format of your references. Just omit boldface here. See APA Sample Paper. Also, References should be a a separate page. Use page break function rather than Enter only.