Advantages and Disadvantages of Using Social Media in Recruitment

This article discusses the advantages and disadvantages of using social media as a recruitment tool. It highlights the cost-effectiveness and convenience of reaching a large audience, but also addresses compliance issues and privacy concerns. The impact on the recruitment process and job seekers' careers is also examined.

Human resource management

HRM
WEEK: 8 (DISCUSSION)
Answer 1
It has been observed that in the present era, the use of social media has been enhanced. The
companies are using the social media as a popular strategy recruitment tools. In relation to this
there are various advantages such as by using this it can be easy for the companies to save their
cost. This is one of the cost effective medium that helps to convenience the information to the
large number of audience. But on the other it can be said that traditional method is not a cost
effective method as it incurs a huge cost at the time of recruiting the employees (Melanthiou,
Pavlou & Constantinou, 2015).
Also, the disadvantage related to it is compliance issues. It is one of the consequences of
considering the social media in the process of recruitment. Due to this bias enhances by having
no knowledge of the employers. Privacy issue can also take place when the recruitment process
takes place through social media. There are more chances of the fake information that is given by
the job seekers and also it can impact the career of the candidates. Therefore, it can be stated that
these are the advantages and disadvantages that are important to be considered to maintain the
process of recruitment (Gelinas, Pierce, Winkler, Cohen, Lynch & Bierer, 2017).
Answer 2
The privacy issues that affect the recruitment strategies are related to inaccurate information. It
has been seen that people who look for the job provide the inaccurate information and also
sometimes the information of the candidates are leaked that affect their privacy. The other issue
in relation to the privacy is that the other candidate can misuse the information of the other
candidates. Social media can be the powerful tool that helps to complete the initial background
check but on the other hand it can wrongly influence the wrong decision that can affect the
decision making process of the employer. There are many cases, in which it has been seen that
the information of the one candidate is used by the other. It also affects the recruitment process
of the company and also it negatively impacts the job seeker who needs the job. So, it can be
stated that it is important to focus on considering these types of privacy issues before conducting
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the recruitment process. This will help to manage the overall activities and also assist in finding
the right person for the right job in the workplace (Chaffey & Ellis-Chadwick, 2019).
References
Chaffey, D., & Ellis-Chadwick, F. (2019). Digital marketing. Pearson UK.
Gelinas, L., Pierce, R., Winkler, S., Cohen, I. G., Lynch, H. F., & Bierer, B. E. (2017). Using
social media as a research recruitment tool: ethical issues and recommendations. The
American Journal of Bioethics, 17(3), 3-14.
Melanthiou, Y., Pavlou, F., & Constantinou, E. (2015). The use of social network sites as an e-
recruitment tool. Journal of Transnational Management, 20(1), 31-49.
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