Report on Social Media's Influence on Organisational Behaviour

This report delves into the use of social media in modern recruitment, examining its impact on organisational behaviour. It explores the advantages of using platforms like Facebook, Twitter, and LinkedIn for hiring, such as access to a wide pool of applicants and cost-effectiveness. The report also addresses limitations, including the time investment required for screening and the potential for incomplete profiles or scams. The analysis considers the practical implications of technology on organisational behaviour, discussing the selection process, advantages, disadvantages, and strategies for building a competent workforce through digital hiring methods. The report concludes by emphasizing the significance of social media as a key tool in contemporary recruitment practices.

Organisational Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................3
Use of social media in selection..................................................................................................3
Advantages of social media hiring..............................................................................................3
Limitations and consequences of social media hiring.................................................................3
CONCLUSION................................................................................................................................4
REFERENCES................................................................................................................................5

INTRODUCTION
Social media hiring is a treasury for recruiters as they have access to wide number of
applicants and are provided with abundant of options on the basis of nationalities, ages,
education, etc. There are three big social media platforms; Facebook, Twitter and LinkedIn.
Mostly recruiters are following social media for filling job vacancies as it is much faster way of
finding new employees in comparison to traditional. In this assignment I will be analysing one
segment of organisational behaviour (Dobrow, 2013). In addition to this process, I have
discussed recruitment and selection using social media platform. Lastly, advantages and
disadvantages associated with this method are incorporated by me. With this successful
completion of my study which is about analysing impact of technology on organisational
behaviour will be made.
Use of social media in selection
The reason why recruiters are preferring social media and blog sites for recruitment
because these sites are visited by three quarters of online users. Also I have analysed using my
study that online platform consist of vast amount of information that are regularly accessed by
recruiters and employers to have insight of job applicants.
Advantages of social media hiring
Though social media is a connecting tool but past few years recruiters have used it as a
platform for searching and connecting to job seekers. I have discussed following advantages of
social media in recruitment and selection:
 While recruiting using social sites large number of target audiences can be reached out.
 Social media and career sites increases visibility of job and act as a marketing tool for
company (Hashim and Wok, 2014).
 Using digital platform for hiring reduces cost of hiring. For example, posting Ads on
Facebook will cost less than traditional practices such as newspapers and journals.
Limitations and consequences of social media hiring
Social media hiring is most popular trend these days but there are few limitations too
associated with this process. While conducting my study following are few limitations that were
discovered by:

 Requires time to invest: Employer have to invest a lot of time in screening and selection
of candidates for specific job. Enormous replies and queries are to be answered in
particular time period which can be quite distracting too. Incomplete profile: Sometimes people forget to complete details about them which again
can be time consuming if recruiter goes through someone's profile to the half way down
and them realizes further information is incomplete (Thomson and Van Niekerk, 2012). Increases ambiguity in recruiter: Going through hundreds of profiles everyday creates
ambiguity in recruiter and soon create disinterest too which can lead to loss of capable
employee.
 Scams and fraud: Social media sites have given birth to number of hackers, cons and
swindlers. It might be possible that information that you are provided with may not be
relevant or possess some
CONCLUSION
Having every popularity and excessive reach, social media has turned to be most suitable
tool for recruitment process. From above report, I have understood role of technology in practical
implications of organisational behaviour. I have studied process of social media selection and
how it perform its activities. Along with this I have analysed advantages and disadvantages that
are associated with digital hiring. This method assist business in formulating and applying
strategies for recruitment that result in competent workforce.

REFERENCES
Books and Journals
Dobrow, S. R., 2013. Dynamics of calling: A longitudinal study of musicians. Journal of
organizational behavior. 34(4). pp.431-452.
Hashim, J. and Wok, S., 2014. Predictors to employees with disabilities’ organisational
behaviour and involvement in employment. Equality, Diversity and Inclusion: An
International Journal. 33(2). pp.193-209.
Thomson, K. and Van Niekerk, J., 2012. Combating information security apathy by encouraging
prosocial organisational behaviour. Information Management & Computer Security.
20(1). pp.39-46.
Walsham, G., 2012. Are we making a better world with ICTs? Reflections on a future agenda for
the IS field. Journal of Information Technology. 27(2). pp.87-93.
Wood, J. and et. al., 2012. Organisational behaviour: Core concepts and applications. John
Wiley & Sons Australia, Ltd..