Utilization of Social Media for Recruitment in Small Boutique Hotels of Australia

This research report explores the use of social media for recruitment in small boutique hotels of Australia. It analyzes the feasibility and strategic paucities of using social media in the recruitment process, and highlights the benefits and potential risks. The report also provides recommendations for HR practices that suit SME hotels with limited resources.

Running head: RESEARCH REPORT
Research Report
Student’s Name
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Abstract
Recent studies have confirmed that the social networks have been the emergent agent for the
recruiters for the hospitality industry of Australia. Numerous research works have been
conducted regarding why and how the HR recruiters have successfully registered with the
social networking websites and used them for facilitating their recruitment process. This
research emphasizes to rediscover how the recruiters of the small boutique hotels of the
competitive hospitality sector of Australia have taken the trend of online recruitment to much
greater heights. Investment of limited endeavour and resources is the key to the social
recruitment process. A detailed literature review have been conducted in this report in order
to find out whether elements like corporate reputation of professional social media sites and
the global communicability that these sites induce, can draw benefits in favour of potential
small recruiters and potential job applicants. The researcher has pertained to empirical data
survey to realise and highlight the various aspects nod social media marketing. The empirical
findings have been explored through a detailed and illustrative analysis to reflect the major
findings regarding social media recruitment tool and its use by the small boutique hotels of
Australia. Real time nstatist6icalb data from the empirical researches have been utilised in
this report to reflect the avenues in which the social networking sites attract job applicants for
potential employers.

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Table of Contents
1. Introduction............................................................................................................................3
2. Literature Review...................................................................................................................4
2.1 Human Resourcing procedure..........................................................................................5
2.2 Social Media in recruitment.............................................................................................6
2.3 SNS Quality......................................................................................................................7
2.4 Perception regarding Corporate Reputation.....................................................................8
3. Methodology..........................................................................................................................9
4. Discussion............................................................................................................................11
4.1 Popularity of social media and attitudes of various groups............................................11
4.2 Differentiating Personal Networks from Professional networks....................................13
4.3 The appetite for using social media ion the recruitment process...................................14
4.4 Trend of using social media among the job seekers for searching potential recruiters..15
4.5 Role of networking groups in dedicated professional websites.....................................16
4.6 Applications of social media websites for professional services in the recruitment
process..................................................................................................................................17
5. Conclusion and recommendations.......................................................................................19
Reference List..........................................................................................................................22

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1. Introduction
The utilisation of Social Networking websites for the purpose of pre-employment
procedures of screening as well as selection have become commonplace and quite popular in
Australia. According to current statistical outcomes, one among every four adults in Australia
are account holders of Facebook or any similar Social networking website. Hence, the
popularisation of the intervention of social media in recruitment practices of hotels are not
arbitrary.
Problem Statement: It is debatable whether the use of social media is a practically
plausible and standard medium for screening and selection of new staff or not.
This report seeks to identify and establish the feasibilities of using social media for
the aforementioned process and allied practices and also aims at analysing the strategic
paucities for implementing the use of social media in the process. The social platforms might
turn out to be reliable and trustworthy sources of information about the applications for HR
selection. The boutique hotels of the competitive hospitality industry of Australia might use
social media for their recruitment processes. This would curtail their financial drain outs and
ensure operational ease. However, potential risks like legal and ethical considerations are
there. That is the reason why, there are contradictory opinions about the plausibility of using
social media in the recruitment process of hotels among the employees as well as the
employers operating under the legal standards of Australia. In order to shed light on the
conceptualisations concerning recruitment via social media, the definition of “recruitment”
and also that of “social media” as put forward by Gibbs, MacDonald and MacKay (2015),
can be highlighted. Recruitment can be looked upon as an enormous approach of human
resource management by virtue of 3whicvh the employers of any organisation engages in
seeking the right talent and thereby stimulating the same people for applying to work in the

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organisation. Recruitment using social media can be defined as a process of collecting
adequate information about the respective personnel identified as the possessor of requite
talent for becoming an employee of the organisation and analysing whether the individual
fulfils the requirements as per the staffing agendas of the company. The boutique hotels often
utilise resources like social media for identification of large number of capable candidates, so
that they can employ the most deserving candidate easily and flawlessly. In the words of
Ladkin and Buhalis (2016), social media in the context of being a resource to the recruitment
process, can be defined as the references to the website that helps virtual communities of job
seekers and mass recruiters to share and exchange information of mutual benefits. In this
report, the various ways in which frontline social platforms like Facebook, Bloggr,
Wordpress, LinkedIn, Google+, or Twitter are exploited by the employers of the hospitality
industry of Australia have been explored and analysed. SMEs like Boutique hotels providing
luxury service to the customers have lesser resources and inadequate time for focusing on the
recruitment process. Moreover, operating in the competitive environment of the hospitality
market in Sydney, the small luxury boutique hotels are twined in their day-to-day operations.
Evidently their spot operations like recruitment are loosely organised. Hence, social
platforms are the ideal place for them to communicate with potential candidates. However,
according to Michopoulou and Moisa (2018), the potential candidates are in the follow up of
big hospitality brands’ employment drives and to them these SME hotels might seem less
glamorous and less attractive. Such issues are discussed in detail in the literature review
section of the report. A detailed analysis of the issues that the boutique hotels face owing to
these circumstances have been done in the discussion section of the report. The concluding
section makes valuable recommendations regarding HR practices that suits the SME hotels
with limited resources and makes them liable to use social media as an important resource for
the staff recruitment process.

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2. Literature Review
2.1 Human Resourcing procedure
The procedure of recruitment is one of the primary tasks of Human Resource
Management. Particularly, the small Boutique hotels of Australia should necessarily attract
end give placement to the best candidates. Nieves & Quintana (2018), argues that this is the
only way by which the performance of the workforce of the organisation would elevate and
the boutique hotel can gradually earn brand loyalty. On the contrary, El Ouirdi et al. (2016),
opines that each hotel is different in their presentation and their work methodologies, and
accordingly t6eir staffing needs are different. Hence, the kind and qualification required in
employees of the hotels also vary. Hence, it is essential that in order to fulfil the objectives of
requirement, the methods as well as the sources of requirement must be tailored. In this
context, the requirement sources are external environments like universities from where the
viable candidates are spotted. These sources can be other organisations (employees of other
Boutique hotels of Sydney, in this context) also. Again, the popular recruitment methods are
online recruitment, job fairs or newspaper advertisements for vacancies and also employee
vacancies. In the competitive hospitality industry and knowledge based economies of
Australia, the Boutique hotels can easily acquire technological innovations and best-in-class
physical resources. However, Madera et al. (2017), is of the opinion that getting hold of the
right human resources is the most difficult part of the set up. The lack of proper human
resources results in the misuse of the other physical and technological resources and as a
result the turnover cost rises sharply. In the words of Rowley, Shipilov and Greve (2017), the
effectiveness if the recruitment process also impacts the quality of the organisational
performance. Other researchers have also opined in the same line. They have agreed that
selection of correct employees always gives a competitive advantage to the hotels.

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Since the boutique hotels not bear the expertise of selection of candidates, the job
postings might sometimes fail to address the corporate culture, a proper job description,
relevant key skills or some other important criteria. As an end result, the candidate pool is
often of poor quality. In other cases, the organisations also waste up tie and money behind en
extensive recruitment process without desired results, and the targeted employees often leave
the organisation in the initial phase or go the employee pool of rival companies. This is why,
alternative recruitment practices like resourcing through social media is strategically so
important.
2.2 Social Media in recruitment
Internet and virtual communication platforms have infiltrated into the landscape of the
employees and acquired the status of a key mode of personal recruitment as well as the
selection process of the company. Many new and emerging organisations of the hospitality
industry of Australia have taken help of this technological innovation to overcome the
limitations of their traditional recruitment procedures. Ollington (2013), opines that the
organisations, enthusiastically looking for employment use the social media as their preferred
choice of candidates’ sources. The utilisation of social networking websites for the purpose of
job posting has been gaining pace since many of the boutique and start-up hotels of the
Sydney region are posting their advertisement for job vacancies over the internet, mainly on
the social media. The major benefit of using this technology is that the users from both ends
can use the services for free and also seek jobs (candidates in other case), that are more
relevant to their skills or search efforts. The use of social media for recruitment makes the
endeavour cheaper as well as easier. Many Social networking websites have a dedicated
section for classified job posting. Job seekers as well as employers can interact more easily
through that space. Empirical findings have also been analysed by the researcher for studying
the impacts of utilising social media for the purpose of recruitment. In empirical literature

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social networks have been justified as the group of actors comprising of various people in any
organisation and the links bearing the social relationship between them, thereby generating
value towards both of the parties. According to the opinion of Poba-Nzaou et al. (2016),
social life is better organised and structured with the aid of social networks. In recent years,
social media is playing the interactive part for linking the social and the corporate context,
thereby reviving lives as a whole (Inversini and Masiero, 2014).
2.3 SNS Quality
The rapid and abrupt growth of social networking websites makes it problematic to
understand which websites have the potential, to satisfy their recruitment needs. People
nowadays live in a world dictated by information technology and hence they are well aware
of the potential threats of using the social platforms. According to the research outcomes of
Theurer et al. (2018), social platforms van be segregated by the advantages they offer like
easy navigational access, security of monetary transactions and scope of networking. The
easiness of navigating a website refers to the how much the people, are aware of the benefits
and existence of the website, how knowledgeable they are about how to extract necessary
information and the manual feelings towards the usability of the websites. Since the
innovation of Web 2.0, the security of web content have been the most discussed topic. With
the increasing number of cyber frauds, the users are facing more privacy concerns. Hence it is
advisable that the hotels that are recruiting people with advertisements over social media
should take into consideration the security factor very seriously. The Hotel authorities should
be aware that a social site with class apart security and privacy policy will attract more
potential applicants who would exhibit more interest to apply through the classified job
advertisements of the hotels. These social networking sites guarantee relevant and valuable
connections along with wide scope of connectivity over networking. In agreement to this
conception, Iglesias and Saleem, (2015), states that the social sites (SNS) with a large base of

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members are generally considered as attractive because they have much larger scope of
interaction. Boutique hotels in the Sydney region like Watsons Bay or Cambridge use social
media for their recruitment and posting and employee pooling. Many other hotels of this
region are also interacting with job applicants over Facebook, Whatsapp, Bloggr, Google+ or
LinkedIn because of the negligible cost of operations and ease of approaching capable
employees. Besides, Meacham et al. (2017), states that the qualification, background and
other specifications can be easily checked over these media sites. Hence the job seekers are
also getting more employment options are hence they get several options for deciding their
career.
2.4 Perception regarding Corporate Reputation
All big and reputed hospitality groups have an illustrative branding strategy. A lot of
monetary resources go into creation of a comprehensive brand image in the market. The
backup of a successful branding campaign lets the luxury hospitality chains to establish
unique brands and in return they become the automatic choice of job seekers. The HRM of
small luxury boutique hotels in the competitive environment of the Sydney region also
consider the factor of attractive employer brand management as an essential component of
recruitment and employee retention (Cohen, 2017). Hence it can be opined that corporate
reputation have a key role to play in attracting the talented and capable employee pool. The
small and start up boutique luxury hotel brands use social media for the purpose of
publicizing their interactive activities and promoting the current privileges enjoyed by the
current employees of the organisation. In this context, realistic pictures are used to attract the
employees and the job seekers get a chance to make real-time interaction with the employers.
By means of social media marketing, the hotels are capable of assuring the job seekers that
they can offer all the features of a glamorous workplace. In the first place the small hotels
cannot invest time and money in spot activities like recruitment drives. Besides, they have the

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liability of choosing employees very carefully. Such social media activities can give them the
necessary exposure and fame as recruiters without investing time or money. About 41% of
the small and emerging enterprises of Australia use social media for the purpose of job
posting and interacting with employees (Williams, 2017). Of them about 25% are small
boutique hotels. The recent boost in the hospitality industry of Australia have made more
hotels join the procedure (Holland & Jeske, 2017).
3. Methodology
Recruitment over social media is a comparatively new research territory. Social media
websites are all recent innovations and their potential in the recruitment process is a latest
finding. In this regard, the researcher have carried put elaborate research regarding the
various features of the social media websites and analysed how they can help recruiters to
find the correct employees for their vacant designations. The research fields of research that I
have explored for this research study are social sciences, Decision science, Recruitment and
selection methodologies, Business and Business Management including Human Resources
Management Computer applications. Influenced from Ledford and Gast (2018), the empirical
date used for writing the literature review for this research study have been based upon
previous research findings that has concentrated upon the recruitment processes of the hotels.
Real life empirical data regarding the recruitment processes of the boutique luxury hotels of
Australia have also been gathered from their websites or annual business overview reports.
The various social media websites that the recruiters generally utilise for the purpose of job
posting have been explored also for collecting research data for writing the literature review.
This research study have been founded upon two variables. The use of social media is the
dependent variable and the recruitment processes that make use of social media is dependent
variable. The research methods that have been used in writing this report are as follows:

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 Study of the sources that the job seekers in Australia generally explore
 Exploration of the social media sources that are most popular among the job seekers
as well as the employers for the purpose of job posting
 Business papers that reflects the recent trends of employments in the hospitality sector
 Focus group study conducted in other literature works with groups of Hotel
employees
 Other empirical findings.
Since social media recruiting is a latest practice, the relevant empirical literature that have
been composed since 2015 to the recent times have been exploited mostly.
The empirical data collected from the publications (web and print) of various hotels prove
that most of them have used the classified job posting columns of the various social media
websites. Influenced from the ideologies of Robson (2016), the researcher have also studied
the detailed procedure of social media recruitment procedures in the company policy details
available in the website of few boutique luxury hotels of Australia. The advantages of using
the social media for the purpose of recruitment have also been studied for the sake of writing
this report. Besides that, the researcher have also analysed the advantages that the SME and
Start-up luxury hotels have in social media recruitment through an elaborate secondary
research. The researcher also collected the data of the research findings of the primary
research work conducted by researchers in the previous two years. In most of the researches
survey and other modes of primary data collection had been applied and employees of small
boutique hotels of the most competitive areas like Sydney were asked to rate the most
popular sources they used to find their desired workplaces. The surveys also collected data
regarding what the employees looked up to, before applying with a certain hotel group.
Influenced from the ideas of Smith (2015), the data gathered by the researcher, based upon
which the research findings in the literature review are drawn have been statistically

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represented in the analysis section of this report. A transparent and clear method of research
have been carried out throughout the research study. The researcher have counted upon
diversity of data sources which has served as the major vehicle behind discussions in the
literature review section. Based upon these discussions, the researcher has reached the
generalisations in this report. The secondary method of research that have been utilised here
by the researcher is justified.
The researcher faced issues like paucity of time and other physical resources while
conducting this research. However, making the best use of the available resources. The
researcher has attempted to establish a perfect linking between the variables. The researcher
has refrained from revealing the names of organisations whose data have been used for this
research. This is because the researcher has followed the Data Protection Act 1988.
4. Discussion
4.1 Popularity of social media and attitudes of various groups
The popular take up of social media for personal and professional services have
prompted some of the organisations to utilise it as a tool for recruitment. The analysis of
popularity and relevance of the social media sites makes it easier for the employers to decide
where they should allocate their resources so that they are able to draw the attention of the
capable and talented candidates. The researcher studied the responses of the currently
employed employees of some selected boutique hotels of Sydney area. The employees when
asked to reply with the name of then social networking sites they mostly relied upon for
communicating with promising and reliable hotel (workplaces). About 85% of the employees
replied that they had a LinkedIn account which was dedicated to job search on their parts.
Inspired from the findings of Howes (2017), it can be opined that the employer details,
company backgrounds and other specifications available on the LinkedIn profile of the hotels

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made it easier for them to determine their likable workplaces. On an average about 75% of
the respondents seemed to reply that they decide to join their current workplaces from the
classified job ads they saw in Facebook (Chapman & Gödöllei, 2017). The Facebook
advertisements provided a clear scope for the job seeks to have an idea about the internal
atmosphere of the workplaces, which is what they found most appealing. Other important and
widespread website that were found popular among the Job seekers are Google+, Bloggr and
few others.
Go the job from Classified online ads Got the job from other sources
0%
10%
20%
30%
40%
50%
60%
70%
80%
75%
20%
Sources exploited for communicati ng with
employers
Graph 1: Sources exploited for communicating with employers
(Sources: El Ouirdi et al. 2016)
The researcher also searched the SNSs, for identifying the social sites that the
boutique hotels that are either a start-up business group or an SME. Among scattered results,
it was evident that most of the hotels have an illustrative classified advertisement in
LinkedIn. Many of them have Twitter profiles also. About 74% of the hotel brands identified
by the researcher were having Facebook, LinkedIn and Twitter profiles. It was also identified
that about one fifth of the employee working were not having a social media account in any

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of the popular platforms. It is obviously a concern. However, influenced from Tracey (2014),
it can be opined that the small boutique hotels, who have limited resource strength for
branding and marketing, have the social media platforms as the best option for coming across
the most potential employees.
4.2 Differentiating Personal Networks from Professional networks
While analysing the SNS qualities, the researcher came across the views of various
recruitment staff of the boutique hotels. On analysing the various issues like ease of access as
well as representation and participation rate of potential employees and candidates over the
various social platforms, it became evident that there segmentation between various websites.
As available from the opinion of Darwish, Singh and Wood (2016), some are considered
suitable for professional transactions and some are preferred as suitable for personal and
social uses. Instagram and Facebook are generally considered as popular media for
communication with fiends and socialising. The amount of professional activities that takes
place in such websites are less. About 85% of the job seekers and about 70% of the
employers seem to reserve this opinion (King & Lee, 2016).
The objectives of other kinds of websites such as LinkedIn, Indeed and Jora are
specifically oriented towards making possible professional interactions. According to the
business reports of some of the boutique hotels of Sydney, it is evident that for hiring
managers and supervisors and employees for other posts of higher designation, they rely in
searching candidates based on their “LinkedIn” or “Indeed” profile.

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FaceBook LinkedIn
FaceBook; 25%
LinkedIn; 70%
45%
86%
Popularity of Facebook and LinkedIn among
employees and employers as a tool for
professional interactions
Employers Employees
Graph 1: Comparison between Facebook and LinkedIn
(Source: Grant & Vogt, 2015)
4.3 The appetite for using social media ion the recruitment process
Many of the employment opportunities other than social media are available for the
job seekers. Employment consultancy service re also available for the employment seekers.
About 43% of the applicants avail opt6ions, other than social media classified
advertisements. However, as opined by Solnet, Kralj and Baum (2015), conversely, the
consultancies also prefer online publicizing for seeking potential applicants. In the current
world of IT communications, it is impossible to disregard the fact that the quickest mode of
mass communication are the social media websites. According to Glaister et al. (2018),
physical transfer or applications or CVs are a lengthy process and require lot of human
resource for handling. Hence the management of small luxury boutique hotels prefer to
communicate with employment seekers over the internet. On the top of that, the corporate
image and brand equity of the big hotel groups makes them an automatic choice for the job
seekers. Hence, most of the physical applications from job seekers or channels of consultancy

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groups are linked with them. The small and start up hotels need to market their brand name in
order to attract employers (Hui-Min & Min, 2016). It is necessary that they communicate the
fact that they are also capable of offering a competitive salary and other allowances and
facilities as offered in large organisations with a corporate image. Employee selection in
hotels is a crucial phenomenon. Hence, the employing authorities also need to be reassured
about the candidates’ qualifications and capabilities before calling them for interviews. They
cannot afford to invest resources for on suite screening of the employees. That is why, Gibbs,
MacDonald & MacKay (2015), opines that they prefer to check the complete profile of the
candidates in LinkedIn or other professional sites before calling them for interview.
Empirical findings suggest that the employers also have a strong appetite for using Facebook
for communicating with employment seekers. This is because, the candidates and employers
can engage in a two way candid communication and get to know each other’s preferences
(Cohen & Chapman, 2015). This helps in reducing the dropping rate of the employees and
automatically the employee retention rate of the small hotels also increase. This helps the
small hotels to flourish. They get the opportunity to form an established employee base. As
such, the employees are able to address the organisational goals in a better way which
ultimately leads to the fulfilment of the business goals of the company.
4.4 Trend of using social media among the job seekers for searching potential recruiters
The job seekers often prefer to join small boutique hotels with great development
scope. This is because, at times then scope for promotion and salary hike are greater in the
smaller hotels. Most of the small boutique hotels of Australia, especially in the highly
competitive Sydney regions, prefer to maintain a satisfied employer base. This is because the
job seekers always have the offer of many rival hotels. Hence the hotel managements always
have the risk of losing out potential employees to rival groups (Fuentes, 2016).

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This is why the researcher invested his resources to find out what percentage of the
employment seekers use social media for collecting information about employers and what
sites they prefer to do that. The Australian job aspirants use social media to search basic
recruitment of the employers. Analysing the trend among the job seekers of Australia, it is
evident that in case of small boutique hotels, the job seekers do not look for glamorous
corporate image. Rather they are concerned over the employment scope and the benefits that
they would receive as employees in an organisation. In fact, Turban et al. (2017), also states
that the employment trends of the organisation are also searched for, by the employment
seekers. They prefer to relate to the details of the employer in their LinkedIn profile or
“Indeed” profile. This helps them to get an idea about the market reputation of the hotels as
employers. Lastly, the job seekers also look up for the reviews given by the current
employees of any hotel about the current organisation they are working for.
Often consultancy companies post detailed advertisements on behalf of any company
on the internet. Details like current employees’ reviews, company culture and other details
are offered over those advertisements (Dwivedi Kapoor & Chen, 2015). These advertises are
mostly available in Facebook.
4.5 Role of networking groups in dedicated professional websites
Many of the SNS websites offer their user the opportunity to sign up for any particular
work groups. As such the signatories are liable to get information about job postings of any
particular sector. The aspirants of hospitality job have a conception that signing up for such
networks would enhance their career scope. As such, 81% of the employment seekers prefer
to sign up for such groups. As Bowen and Chen McCain (2015), opines, many of the
websites make these services paid. However, the small recruiters prefer posting open faced
advertisements because they rely largely on social sites for getting access to capable

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candidates. That is why, they generally prefer to make their services free. The researcher
came across surveys in empirical literature that exhibits the reasons why the aspirants sign up
for such groups. The major reasons are:
 Increasing their general intelligence about the job market
 Finding out the current scope in the small hotels in the competitive hospitality sector
of Australia.
 Establishing a communication with employer groups (mostly small hotels’ HR
groups)
 Gaining knowledge about the current recruitment trends
4.6 Applications of social media websites for professional services in the recruitment
process
Most of the HR recruiters of the small hotels of Australia have an attitude of selecting
employees searching the social media profiles of employment seekers. 35% of the frontline
SME companies and boutique hotels of the hospitality sector of Australia review the social
media profiles in application stages of the recruitment process (Ryan, 2015). Hence it is
essential that the desiring candidates keep their profiles updates with detailed information
about their recent qualifications and career related activities. Candidates who post their CVs
and cover letters in along with their profiles in websites like “Indeed” or LinkedIn have
greater chance of getting noticed by the recruiters.

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Candidates with updates profilesin
professional social media Candidates without updated profiles
0%
10%
20%
30%
40%
50%
60%
70%
65%
35%
Chances of getting placed in better companies
Chances of getting placed in better companies
Graph 3: Chances of getting placed in better companies
(Source: Felix, Rauschnabel & Hinsch, 2017)
Research shows that about 25% of the Australian employment seekers they prefer to
consult the professional social media at the interview stages. Analysing the reasons behind
this, it is evident that they are interested over general employment options and are confident
that their profiles would gather individual attention automatically. However, in spite of the
differences in perspectives among the job seekers, it is evident that the social media (for
professional services) is a key tool for job seekers and 80% of the candidates prefer these
websites over personal networking websites.
4.7 Proportionate use of social media for screening and assessing job applicants
The research findings make it evident that most of small boutique hotels which aspire
to become a premium brand name in the future make use of the social media very carefully,
particularly for the recruitment process. The comprehensive process Model is followed by the
organisations while using social media. The lack of resources makes it a mandatory choice

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for them to use the avenues that have the maximum potential for attracting candidates. This is
necessarily a part of their organisational strategy. The social platforms also gives them a
chance for analysing the profiles of the candidates seeking jobs in the hospitality sector. The
small groups of hotels generally search job seekers who have least or no experience in the
working filed. The online profiles give them a chance to subtly screen the undesired
candidates. Hence the criteria of the Comprehensive process model are satisfactorily met the
professional social media sites.
5. Conclusion and recommendations
The following set of recommendations are meant to assist business organisations to
for formulating a d applying the social media sites for the recruitment campaign
Firstly, the small hotel groups who cannot invest their time for HR recruitment
activities should have a clear understanding of the particular websites that can be helpful for
them in particular. Boutique luxury hotels should have an Instagram pr5ofile also, alongside
profile in professional websites like LinkedIn or “Indeed”. They must communicate the
interactive workplace atmosphere and pictures of the lively ambience in the hotels so that the
employees are excited to work with them. Other social network profiles of the employer
should bear links to their Instagram profile so that they ensure further engagement of the
aspirants.
A targeted approach on the part of the recruiters is essential. The HR recruiters of
these small organisations should have a clear conception about the social channels that the
employees mostly approach for communicating with the recruiters. Many of the Australians
despise the job offers posted over personal social media. This makes the offers go unnoticed
by the potential employees at times. The small start-up and Boutique hotels who cannot

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afford much monetary investment should not make such wasted investments to post
advertisements over such irrelevant sources.
Many of the Australian employment seekers consider it more important to contact
employment consultancies than having profiles in social media. Such candidates should keep
in mind that the employment consultancy groups also post online advertises to gather
information about candidates in return. Rather they charges for their professional services.
The candidates should invest their own resources and update their professional social media
profiles rather than relying blindly on these consultancies for offering them, appropriate jobs.
Employees should leverage employment opportunities through social media. It is a
nationwide trend in Australia for job seekers to investigate for desired employer. The
employment seekers also have the tendency of relating the information available about the
organisations to idealise about the organisational culture and business operations. Hence
employer should remember that a well-illustrated and professionally managed social profile
is just the route to communicate with and secure top talents among the candidates.
Personal social media activities do not reflect the professional experiences of the
candidate. Hence, candidates should be careful about checking and updating their profiles
over the pr5ofcrssinbal social media time to time. This would enhance their chance of getting
connected to better employers.
Analysing the trends and popularity of social media websites as a recruitment tool, it
can be concluded that employers should consider using social media as a service scheme
rather than a service. The recruiters should realise the full strength of the social sites of
fulfilling the employment goals of the organisation. In case of the small boutique hotels, the
target is getting related to most capable candidates wasting least amount of resources. In case
if the employment drives of the companies can be connected with the social channels of

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specific universities of hospitality management, the small hotels can easily get hold of the
promising candidates. Finally, comparing the conversion rate of candidates with SNS profiles
to that without SNS profiles, it can be concluded that social media recruitment is a big
organised platform where candidates and employers come together to make the recruitment
dri9ves most significant and advantageous for both.

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Reference List
Bowen, J. T., & Chen McCain, S. L. (2015). Transitioning loyalty programs: a commentary
on “the relationship between customer loyalty and customer
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