Use of Online Presence in Employee Recruitment

ONLINE PRESENCE IN EMPLOYEE RECRUITMENT 1 ONLINE PRESENCE IN EMPLOYEE RECRUITMENT Organizational use of online presence in employee recruitment Name Institution Introduction With increased competition in the corporate world, one of an essential quality for a business to survive in the business world has been its ability to attract and retain a skilled workforce in the company or organizations. This report, therefore, seeks to provide an understanding of how organizations use their online presence to effectively attract and

Running head: ONLINE PRESENCE IN EMPLOYEE RECRUITMENT 1
Organizational use of online presence in employee recruitment
Name
Institution

ONLINE PRESENCE IN EMPLOYEE RECRUITMENT
Introduction
With increased competition in the corporate world, one of an essential quality for a
business to survive in the business world has been its ability to attract and retain a skilled
workforce in the company or organizations. This exercise heavily relies on the human resource
department of any company as human resource management has become a key role in improving
work performance and productivity of employees in an organization. Therefore different
companies or organizations have adopted different strategies and platforms to help the company
or organizations to effectively attract and recruit potential suitable talent (Giannakis & Harker,
2014). The modern corporate world is characterized by increased labor shortage with the rates
increasing every day and most organizations have been working or investing in attracting a
skilled and talented workforce. Most organizations have therefore turned to the use of the
internet through websites, social media platforms such as Facebook, Twitter and LinkedIn to
enhance their operations in employee recruitment (Sahoo, 2016). This report, therefore, seeks to
provide an understanding of how organizations use their online presence to effectively attract
and recruit potentially suitable talents with special focus laid on Compass Group Australia
limited company and Mantra Group Company who form one the largest hospitality organizations
or companies in Australia.
An overview of Compass Group Ltd and Mantra Group Company
Compass Group Limited is one of the world leading companies in Australia in the
hospitality industry operating in around 50 countries. The company offers catering services to
consumer retail outlets as well as their vending solutions. In Australia, the company operates
across a number of sectors including defense, education, facilities management, healthcare and

ONLINE PRESENCE IN EMPLOYEE RECRUITMENT
Age care as well as other industries in providing food and support services (Kramar, 2014). Due
to its large-scale operations, the company has managed to employ over 500000 people and has
been reported to serve at least 4 billion people in a year. On the other hand, the Mantra Group
limited also operates under the food and services industry and under the hospitality sector and
specializes in the provision of accommodation services. Its main services or operations, however,
include management of guest relations and reception areas, conference and function centers, pool
and entertainment facilities as well as restaurants and bars. In Australia, the company operates
luxury retreats and coastal resorts, serviced apartments and hotels as well as break free brands
(Stohl et al., 2017). The companies, therefore, have developed and adopted online recruitment
practices which have been done to enhance or improve the company recruitment services and
attract as well as recruit skilled workforce. Due to the number of customers, the companies have
as well as the nature of their business and the industry skilled workforce is needed and due to the
existing competition in the market for the skilled and talented workforce.
Comparison of the information provided in each site of the companies and how the
companies use their corporate media presence in recruitment
Most organizations have adopted the use of strategic recruitment strategy which focuses
on the key jobs position in the organization which is usually different from the recruitment of
mass job positions. Therefore most of the online platforms used by the companies have focused
on the use of strategic recruitment (ERAY, 2016). The Mantra group limited has been using its
corporate website presence to improve its recruitment efficiency including the company website
and social media platforms such as Facebook, LinkedIn, and Twitter. Both Twitter and Facebook
platforms have been used by the company to promote the brand development of the company
and advertising some of their services as well as current job opportunities. However, the

ONLINE PRESENCE IN EMPLOYEE RECRUITMENT
company has heavily relied on its LinkedIn and company official websites as their main
recruitment online corporate presence (Nair & Mukherjee, 2015). The LinkedIn platform, for
instance, provides company information and provides an advertisement for all advertised job
opportunities, for example, the company is currently advertising for senior sales manager,
national account executive, general manager and regional HR manager positions.
Through this site, the company is able to attract different potential applicants through the
LinkedIn profiles of different candidates. The site also provides constant company updates,
unlike Twitter which is used to showcase major company achievements, awards, and
developments. The company website also provides a platform where potential candidates can
apply for different advertised jobs, the mode of application, and the recruitment process as well
as educates its potential employees of the frequently asked questions for interviews (Veldeman et
al., 2017). Such information, therefore, provides the potential employees with important and
relevant information concerning the available job opportunities and also an opportunity to learn
about the culture of the organization and especially on its human resource management practices.
By doing so the company is therefore in a position to attract talented and skilled workforce who
are attracted to be part of such organization which not only achieves its organizational goals but
provides an opportunity for career development through effective human resource management.
The Compass group limited has also developed corporate online presence through the use
of the company website as well as other social media platforms for various company objectives
including marketing, communication, advertising, and recruitment. Unlike the Mantra group
limited, the company uses its corporate website to advertise most of the company mass job
opportunities and uses its LinkedIn social platform to advertise the company strategic positions
for instance the company is recruiting an event sales manager, category development

ONLINE PRESENCE IN EMPLOYEE RECRUITMENT
administrator as well as assistant regional manager (Hood et al., 2017). While the company
corporate website is advertising positions such as those of a Casual chef, Chef manager, assistant
catering officer among others. However, their Facebook and Twitter accounts or platforms are
used for equally the same purpose in promoting the company brands and facilitating customers
and company communication and hence facilitating effective communications within the
company. The company also uses these corporate websites and social media platforms to
strategically attract skilled and talented employees such as the LinkedIn platform where potential
employees can examine their qualifications and evaluate their viability to the advertised position
against the requirements attached to each job opportunity (Root & McKay, 2014). Such platform,
therefore, has helped the company to attract the right candidates for each position advertised and
also provides an opportunity for the potential employees to learn more about the company.
To make the company or the potential employer the employer of a choice it is important
for the company to ensure that its recruitment strategy is clear or well understood by the potential
employees. In this case, therefore, the Mantra group limited has a more effective and customized
recruitment strategy which is more interactive and has an outlined approach for recruitment
process in the company (Varbanov, 2015). The Compass group company has also divided the use
of its online presence for different functions and advertisements which is also good as the
LinkedIn platform if more effective in providing or linking the company with more specialized
and skilled workforce as compared to their company website which is been used to advertise
mass job opportunities as the platform provides a wide scope of interested candidates to view the
site, learn about the company history, culture and its ongoing business activities centrally to the
linked in social media platform which is seen as seen by many as professional and a networking
platform.

ONLINE PRESENCE IN EMPLOYEE RECRUITMENT
Recommendations
Electronic recruitment has been therefore seen as the most effective way of branding a
company or business as the employer of choice. However it is recommended that companies
need to develop their internet and social media platforms to meet the company objectives as well
as those of their potential employees in relation to their recruitment strategy (Rokka et al., 2014).
The online presence should ensure allow an effective communication or interaction where the
potential employees can apply for different job opportunities and as well be guided in an
appropriate manner without misleading them. It is also recommended that the companies or
organizations should develop security features to protect their corporate websites from malicious
people who may post misleading information concerning job opportunities. It is recommended
that the companies should also use other platforms such as the electronic portfolios which
provide the employer and potential employee with an opportunity to interact, evaluate the
employee credentials and certifications online and also have a look at some of the previously
done projects, awards, and achievements in a bid to recruit the right candidates for specific
positions. Particularly the Compass Group limited is recommended to develop a strategy that will
guide its potential employees on the recruitment process of the company so that the potential
employees can have a clear understanding and reduce the many possible questions which may
arise from lack of clear guidance on the recruitment process (Wolter & Cronin, 2016). The
Mantra group limited is also recommended to develop an effective communication channel
especially through the company website where the potential employees can ask questions
concerning the recruitment and also about the company online as that will create a platform for
engagement and improve company interactions with its companies.

ONLINE PRESENCE IN EMPLOYEE RECRUITMENT
Conclusion
Human resource management is therefore very important for any company and especially in the
modern corporate world that is characterized by scarcity and competition for skilled, talented and
competent employees. Its main objective is to align all the capabilities and behavior of
employees with the short term and long term goals of the company and therefore effective
recruitment strategies should be developed to help the company in identifying the labor needs of
the company and in the selection of the right people for the right jobs.

ONLINE PRESENCE IN EMPLOYEE RECRUITMENT
References
ERAY, T. E. (2016).Utilization of Corporate Websites as a Dialogic Public Relations Tool in
Turkey. Global Media Journal: Turkish Edition, 6(12), 201-213.
Giannakis, D., & Harker, M. J. (2014).Strategic alignment between relationship marketing and
human resource management in financial services organizations. Journal Of Strategic
Marketing, 22(5), 396-419. doi:10.1080/0965254X.2013.876082
Hood, K. k., Robles, M. m., & Hopkins, C. c. (2014).PERSONAL BRANDING AND SOCIAL
MEDIA FOR STUDENTS IN TODAY'S COMPETITIVE JOB MARKET. Journal For
Research In Business Education, 56(2), 33-47
Kramar, R. (2014). Beyond strategic human resource management: is sustainable human
resource management the next approach?. International Journal Of Human Resource
Management, 25(8), 1069-1089. doi:10.1080/09585192.2013.816863
Nair, N. R., & Mukherjee, G. (2015). Soft Skills: The Employability Success Mantra. Language
In India, 15(10), 209-215
Rokka, J., Karlsson, K., &Tienari, J. (2014).Balancing acts: Managing employees and reputation
in social media. Journal Of Marketing Management, 30(7-8), 802-827.
doi:10.1080/0267257X.2013.813577
Root, T., & McKay, S. (2014). Student Awareness of the Use of Social Media Screening by
Prospective Employers. Journal Of Education For Business, 89(4), 202-206
Sahoo, S. (2016).Strategic HRM Practices - Public Sector Perspective. Journal Of Institute Of
Public Enterprise, 6(1/2), 62-85

ONLINE PRESENCE IN EMPLOYEE RECRUITMENT
Stohl, C. c., Etter, M. m., Banghart, S. s., & Woo, D. d. (2017). Social Media Policies:
Implications for Contemporary Notions of Corporate Social Responsibility. Journal Of
Business Ethics, 142(3), 413-436
Varbanov, R. (2015). THE POTENTIAL OF SOCIAL MEDIA FOR THE BUSINESS OF
COMPANIES. Business Management / BiznesUpravlenie, 25(3), 5-28
Veldeman, C., Van Praet, E., &Mechant, P. (2017). Social Media Adoption in Business-to-
Business: IT and Industrial Companies Compared. International Journal Of Business
Communication, 54(3), 283-305. doi:10.1177/2329488415572785
Wolter, J., & Cronin, J. (2016). Re-conceptualizing cognitive and affective customer-company
identification: the role of self-motives and different customer-based outcomes. Journal Of
The Academy Of Marketing Science, 44(3), 397-413. doi:10.1007/s11747-014-0421-6