Exploring the Impact of Social Media on Recruitment Practices

The integration of social media into recruitment has revolutionized the way organizations attract potential candidates. Platforms like Facebook, Twitter, and LinkedIn offer dynamic channels for employer branding and communication. Studies indicate that social media recruitment enhances reach and engagement but also presents challenges such as maintaining brand consistency and managing candidate expectations. Research highlights the importance of usability and technological characteristics in online recruitment effectiveness. Additionally, the rise of internet-based recruitment tools has necessitated a strategic approach to leveraging these platforms while addressing potential pitfalls like data privacy concerns. Overall, social media's impact on recruitment is profound, offering both opportunities and challenges that require careful navigation by HR professionals.

External Market Employees

INTRODUCTION
External labour market plays an effective role for the growth of the economy of a
country. It is a system by which the company also look outside from their organization and then
find a suitable person for the vacant seat instead of giving a job to that person who is already
doing job in the workplace at lower level. The report main aim is to provide the deep knowledge
related to recruitment process for new employees. Report describe critically assess how
information technology and Internet provide various types of methods in order to recruit new
employees for the vacant seat of an organization from the external market. Further it present the
effectiveness of internet recruiting the target the labour market in accurate way.
MAIN BODY
Presenting the external labour market
External labour market is that system of an organization through which the company
looks outside from their own organization in order to find out the best and suitable candidate for
a senior job. They are HR, who choose suitable candidate instead of giving a job to someone
who is already work in a company at lower level.
Human Resource Management theory
HRM theories mainly focus on the methods of recruitment as well as selection and then
highlights the advantages of interview as well as general assessment regarding the selection
process (Campos, Arrazola and de Hevia, 2018). The recruitment process can be external as well
as internal and could be online procedure and then involves the stages of recruitment policies,
advertising, job description, interview and assessment. In UK, small and medium size enterprises
also focus on interviews as well as psychometric test in order to determine the potential of an
applicants. Other technique of selection and recruitment process are including various types of
interviews, in tray exercise, role play, group discussion and through online test. Among all,
recruitment process internet has their own importance to select the best candidate for their vacant
seats.
Recruitment is almost central of all the management process and failure regarding the
recruitment, it also creates many difficulties which also include adverse effect on its profitability
as well as inappropriate levels of staffing as well as skills. If the recruitment process is not done
up to the mark then it will lead to labour shortage and creates problems in management theories.
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Thus, it has been analysed that recruitment process should affect directly the external labour
market such that If the management have suitable candidate then it will help them to innovate
new products in order to maximizes the profit as well as helpful to enhances the sales (Liu and
Cai, 2018). In addition to this, theories of HRM also provide insight the best approaches to
recruitment and the company will also use that in their management skills in order to apply
generic theories in every organization.
Presenting the key Issues and extensive use of HRM theory
The external labour market of the company in UK faces so many problems and at that
time they use different approaches in order to manage the entire work. Some of the key issues are
as follows:
 The major problem faced by the company HR professionals is to retain the talented and
well- performing candidate. Because in this competitive market it is quite not possible to
retain the best candidate for life long and as a result, many of the employees will left the
job in order to grab new opportunity for their future development (Alarcon and et.al.,
2018).
 Corporate culture has also considered another culture issue which HR professionals may
faces. The market demands are continuously decline and to expand and sustain in this
volatile market organizational culture is directly or indirectly affected. Therefore, to
recruit best candidate for the company, it is quite necessary for them to develop new and
healthy work culture.
 At the time of job interview, it is more difficult for the professionals to recruit best
candidate who possess the talent and become more preferred choice among available
options (Issues which HR faces, 2018). Therefore, more than 30 percent recruiters feel
that there is a need to establish the corporate culture that will help to attract best
candidate for the organization.
 There are no flexible work arrangements for the company and therefore, to exhibit the
better productivity, there should be proper decorum or discipline which help to attract
wide range of individual and It must be kept on giving the best result and therefore, it
creates some issues which act as a winning factor (Swayze, Gronow and Sweet, 2018).
 Providing better compensation is another factor that affect many employees of the
company. Now a days, many employees are largely playing in this factor and if the
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employees perform a good in the workplace then it is the duty of their HR to provide
compensation for their better performance. Thus, recruiters also need to fold up their
sleeves in order to attract the real talent to stay ahead in this competitive world.
 Even management are also abiding with different rules as well as regulation. Therefore, it
is quite necessary for the management while taking interviews and recruit best candidate
for the company will be helpful for them to enhances their production level. As business
grows and its strategies structure as well as internal process grow with it (Melanthiou,
Pavlou and Constantinou, 2015). At that time some employees face hard time in order to
cope up with this change and as a result, a lot of companies decreases the productivity
and morale at the time of changing the period.
As these issues are directly linked with the HRM theory is such a way that if the
production level of the company decreases and as a result comes that the profit of the company
decreases. Therefore, it shows that the issues are directly interrelated with it and the best solution
of this all problem is to focus on the communication. The benefit of having a proper
communication is such that it helps to deliver the best result by having a proper communication
that will be helpful for them in order to enhances the production level of the company.
Critically assessing how information technology and internet helpful to recruiting best
employees
Internet as well as information technology is one of the best and advance technique which
is used in every sector. Even in big firms such as TESCO, Marks and Spencer HR use
technology as well as Internet in order to recruit best candidate for their vacant seats. In addition
to this, this information technology as well as internet also impacting how the employers recruit
best candidate and they also find great talent in righter employers. Therefore, it has been proved
that in UK, this current and advance technology creates positive impact upon the recruitment
procedure and the current technology will recruit those employees which are going to remain in a
big deal for the coming years (Impact of technology into recruitment process, 2018). Through
this information and advance technology, the there are four biggest ways of technology which
creates impact upon recruitment process upon external labour market. The biggest advantage of
using this technology is that all work together in order to improve the production level of the
company.
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Social Media recruiting: The most simple and advance use of internet is social media. It
has been analysed that almost more than 90 percent of the public are uses social media in order
to be aware of related new trends and upcoming events and many more (Ladkin and Buhalis,
2016) he use of social media marketing is the best use of internet and it is not new or a latest
trend but is more popular from since 2014 onwards. HR of the company uses this technique in
order to find out the real talent in market. This includes the video interviewing and further
consider the candidate's social media profile as a part of application. However, it is most critical
way to use the social media for recruiting the use of recommendation source. In UK, it has been
analysed that if the company got engaged in social media recruiting, that around 30 percent of a
company saw an increase in their forwarding candidate.
However, it has been critically evaluated that the big track with social media is to get too
carried away and also helps to remember the relationship with their effective clients. Social
media does not mean only to have a talk to candidates or to only tweet the jobs but social media
recruiting is the best method which is free because the platform is also free to use. Therefore, it
has been proved that social recruiting has their own set of best practices and it also like to recruit
the process itself.
Many HR recruiters of the big firm also posting job on social media in order to find out
best candidate for the company and it also manages the hiring process. Therefore, in UK 87
percent of the hiring professionals report that they use LinkedIn in order to find real talent to fill
the vacant seats. As per the surveyed, 92 percent of the people also uses social media marketing
while hiring the new candidate (Li and et.al., 2015). Therefore, it is most advance use of the
recruitment procedure as it is simple and cost effective to use.
Applicants Tracking system: It is another helpful and have technological impact on
recruiting. In this system it is all depends upon HR professionals who is asking. It has been
analysed that through this tool, managers or the professionals scan all those resumes and then
finding matches which they actually want for their vacant seats (Gu and et.al., 2016). ATS also
used by applying a trained hiring eye with the usage of a technology and no doubt, this system is
very good to help a company to meet compliances rules but on the other side, it is not good to
read the PDF resumes and also to determine the professional experience or career achievements
or work experience.
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Mobile recruiting: It has been analysed that 60 percent of the recruiters are used mobile
recruiting process in order to find real talent. This app allows to reach wide range of people and
if it done well then it will be helpful to create great impression of the brand. Therefore, many
individuals say that it has a better view of the brand which is based upon the mobile experience.
This is also helpful to create the mobile friendly application process which further help to
improve load times as much as possible. On the other side, if this factor is not used then it may
lose the potential candidate who work for the welfare of the company.
Job Boards and Career pages: This is considered one of the most old and traditional
approach which the company basically uses. Even this technology, introduced after the job
boards and the career pages are also changed in order to how to use this recruiting tools
effectively (Rife and et.al., 2016). Many recruiters of the company also analysed that career
pages needs to be optimized for mobile and then this job is posted on the boards and then the
career pages which further shared on social media. In this system, social media also help to
assess many messages through mobile and checking the messages that which company will
hiring the best candidate for the company. On the other side, applicant tracking system is also
quantify that how many resumes are came through this job boards from referral or through social
media recruiters.
In this way it has been clearly shows that the internet as well as information technology
creates positive impact upon external labour market such that through internet, the company can
able to find out best or real talent for their vacant seats. Hence among all, social media recruiting
is considering the best method because this is simple to use and there is a chance to find out best
candidate. Through this process, the company can even take an online test and through video
conference, the candidate can be selected in order to raise the production level as well as
maximizes the profit of the company.
Effectiveness of internet recruiting to target the labour market
As per above, it has been analysed that recruiting the candidate through internet mode
will be helpful for the industry which have a plenty of workers. Even this technique is also
become most effective and widely used for hiring methods by recruiters. In addition to this,
many companies are still using online recruiting strategies and then growing the number of
candidates. For this reason, there are so many professional networking platforms are used such as
LinkedIn, which have created a new and easily accessible pool for the candidate on the other
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side, it also allows recruiter to pre- screen the candidate to hire because of the information
available on their profiles (Gibbs, MacDonald and MacKay, 2015). So there are many
advantages as well as disadvantages to analyse the effectiveness of internet recruiting and some
advantages are mentioned below:
 Cost effective: It is the biggest advantages of using the online or internet recruitment.
While positing the job in the social media then it will help to minimizes the labour cost
and requires some money in candidate screen software only. Hence to hire the candidate
through the internet method will be helpful to save the money so that that money will be
invested in some other way.
 Immediacy and More effective: This method also help to increases the efforts to attract
more candidate. Even the different set of candidates also apply if the company have
chosen right people (Puncheva-Michelotti, Hudson and Jin, 2018). Moreover, the
effectiveness of the internet is also judge such that it reduces the number of hours spent
screening. Further, this is easily accessible for an individual to making it more effective
method and it helps to apply in more than one platform.
 Reach wide people: Internet is that source which help to reach wide range of people in a
single mode. If the company is recruiting the person whose age is in between 18 to 40
then it is quite easy for them to choose the best through this mode. Because this is mostly
using by many candidate and e- recruitment is another most effective and efficient
strategy.
 Easy to use and Have dynamic content: This method for HR is quite easy to use
because it is quite easy and simple to use as well as user- friendly. This method is also
helpful for recruiters in order to categorise and set a region where a person is like to post
a job. It has been further analysed that posting a job through social media gives a chance
to create a content is such an effective way that definitely helps to attract real talent.
Many businesses use these techniques in effective way because it has been proved that
they are not afraid to innovate and embrace new technology (Ghosh and Sharma, 2017).
 Flexibility and oldness: This method is quite flexible and simple to use, such that if HR
posted the job in newspaper and it is costlier as compared to post a job through online
basis. And this cannot be removed while on the other side, if posting a job in a website
will be removed when a company find out the best candidates.
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Some of the disadvantages of this recruitment process are as follows:
 Hard to Target: Though it is considered one of the simplest and cost-effective method
but on the other side, recruiters find hard to target the specific group of candidates, hence
for many industries, trying to geographically define the application become harder to
share on social media.
 Difficult to measure the effectiveness: It is another disadvantage of using internet as a
recruitment strategy, hence it become difficult to measure the effectiveness because it
only done through the video conferencing and this is not sufficient way determine the
potential of the candidate (Roshchin, Solntsev and Vasilyev, 2017).
 Informal and large response rate: Many companies are also said that this method is
gives a wrong image and consider an informal way of recruitment. This can degrade the
professional culture to future employee and cannot answer promptly and somehow it also
gives a wrong answer and also complicating the hiring and screening procedure.
 Impersonal: It has been analysed that recruiting the candidate and attract the top tier
talent is good but for this reason, using e- recruitment method is not good because there is
a chance to get the less experience or knowledge person. Moreover, it is also proved that
it may damage the executive position of the company and also affect the brand image of
their professionals too.
 Fraudulent applicants: by using this internet, there is a chance to get the wrong
information about the company as well as hiring the officer. Even the spammers are also
might use the information which is posted in online mode to promote the service and
product of a company and there is a chance that they may use that information in wrong
way (Howardson and Behrend, 2014). Even another biggest risk is to professional hacker
which they might use while posting the job and gain the access to the company intranet
and as a result, there is an increase in chances to get fraud applications from the
candidate.
CONCLUSION
By summing up above report it has been concluded that internet as well as information
technologies are the most advance use of the techniques which every business should use in
order to recruit the new employees for their vacant seats. It has been concluded that HRM also
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faces some issues regarding recruitment procedure and there is a need to overcome form this
because hiring the best and suitable candidate for the company is quite necessary for in order to
enhances the production level of the company. Moreover, report also present the pros as well as
cons of the using internet and information technology which help many businesses whether to
choose this option or not for the welfare of a company.
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