Social Network Recruiting: Advantages and Disadvantages

This article discusses the advantages and disadvantages of social network recruiting for businesses. It explores how social media tools like Facebook, LinkedIn, and Twitter can be used for recruitment purposes. The article also highlights the importance of appearance versus reality when evaluating candidates and the potential ethical concerns associated with social network recruiting.

Running head: RECRUITING AND SELECTION 1
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The term “Social Network Recruit” can merely define itself as the manner of recruiting
contenders with consideration of their social display podiums mainly for advertising purposes.
The recruiter will engage with platform users to generate and hire talented and qualified
applicants. The primary tools include; Facebook, Linked-In, and Tweeter.
The business branding shows a very critical role in social networking recruiting. The
position can be illustrated by the differential authenticity of goods and services produced. In the
social tools, an organization will set their products and services identically to differentiate the
firm’s entity Valente, (2010). The social media tools are widely used in the organization to aid
the advertisement. The adverts can be displayed in the form of Ads and posts.
The commonly used Social media tool is Facebook. It has over Two-hundred billion
users. Historically, this is a universal tool. It joins people of diversified characters and talents.
Apart from the ordinary purpose as to how most people think if sharing posts and images. It has
joined legends and businesses together for operational benefits Caers, & Castelyns, (2011).
Different organizations post their adverts on Facebook pages of titles and other international
people which in turn increases the number of sales hence more profits.
Social Network Recruiting has both advantages and disadvantages. The principal merit of
this is that applicant personality is readily available and displayed. Hence, it is less time
consuming for the employee to recruit the candidature with desired qualifications Caers, &
Castelyns, (2011). However, the demerit behind this is, for the candidate to be considered,
individual personality and secret information should be displayed. Hence, it lacks privacy and
confidentiality.

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Having rapid growth of Social network recruiting, parties who seek employment are
supposed to keep updating their curriculum vitae on a daily basis to match employers desires.
They need to diversify their applications on different social media tools. Then, the recruiter
should keep in mind that, appearance is not reality Valente, (2010). They should not consider the
presence of the face but the keenness of the applicant’s intellect and ability to bring a positive
change in the firm.
Finally, it is not ethical to rely on social network recruiting due to misconduct observed
in the field. Applicants are deceiving their expertise, fraud activities, and use of a pseudonym.
iCIMS are used to evaluate the effectiveness of Social network recruiting.

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References
Caers, R., & Castelyns, V. (2011). LinkedIn and Facebook in Belgium: The influences and
biases of social network sites in recruitment and selection
procedures. Social Science Computer Review, 29(4), 437-448.
Valente, T. W. (2010). Social networks and health: Models, methods, and applications (Vol. 1).
New York: Oxford University Press.