Impact of Social Media on Job Market and Job Seekers' Strategies

This essay explores the significant impact of social media on the contemporary job market, analyzing how platforms like LinkedIn, Facebook, and Twitter have transformed recruitment processes. It examines how businesses leverage social media to advertise vacancies, assess candidates' personal...Read More

Essay

Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY .................................................................................................................................3
Influence of social media on current job market ...................................................................3
Impact of social media on job seekers ...................................................................................4
CONCLUSION...............................................................................................................................5
REFRENCES ..................................................................................................................................6

INTRODUCTION
Social media platforms are primarily used by corporations to accomplish their marketing
objectives and to communicate with their consumers. In recent years social media is also being
used by enterprises in operations related to human resource management such as recruitment
process. This report describes influence of social media on the current job market. In addition to
this impact of social media on job seekers is also provided in this report.
MAIN BODY
Influence of social media on current job market
Job market refers to the market where employees complete demands for labour by giving
their supplying their services to business entities. The job market is affected by the presence of
social media as organisations have started using social media platforms such as Facebook,
Linkedin and Twitter to advertise vacancies. Business firms use social media in order to identify
personnel behaviour and characteristics of applicants which cannot be accessed through
traditional documents such as CV and resume. This helps the company collect information about
their personality and find out if they are fit for the company culture (Canavan, Gallo and
Marshall, 2020). Another change in job market that is attributed to social media is that
organisations are able to find personnel opinions of applicants which influences the recruitment
decisions. Social media platforms have helped the company interact with talented individuals
which have suitable skills for a vacancy in a more creative and direct way. Organisations can
utilise puzzles and other creative activities through social media tools to identify talented
applicants and persuade them into becoming a loyal employee of the establishment.
Social media platforms allow organisations to explore talented applicants in their region
which is also termed as social recruiting. Firms focus on engaging with applicants which have
every skill and qualification required for the job and induce them towards working for the
company by communicating various benefits of work culture directly to the applicant. Social
media platforms allow job market to become more efficient as workers are able to secure
beneficial jobs while employers gain the most suitable individuals for their firm (Kumar and
Nanda, 2019). Another impact of social media on the job market is that firms are bale to keep
record of large number of applicants, which further increases efficiency of the job market as

firms can quickly connect with employees according to demand. Social media platforms allow
firm to select the most suitable applicants for the company and evaluate every aspect of the
individual which result in complicated selection process. This is because employees are not only
evaluated on the basis of their capabilities and educational background but also on the basis of
their political opinions and if such viewpoints will result in negative publicity of the company .
Organisations can also connect with employees which have low experience in the field or
inadequate educational qualification but have required skill-set for the job. This practice
provides underprivileged talented applicants an opportunity to gain employment on the basis of
their talent and not on their qualifications. This has created growth opportunities for such
individuals in the job market which were not available in the traditional and rigid recruitment
processes.
Impact of social media on job seekers
Sociual media sites have changed the ways in which job seekers interact with
corporations and potential employees. As social media accounts are used by employers to decide
suitability of candidates, job seekers need to maintain professional behaviour on social media
platforms and regularly update their employment information. Social media platforms have
allowed employees to showcase their creative skills personnel believes and hobbies to enhance
their job resume so that they can connect with company which helps them grow by utilising their
abilities and respects their personnel believes (Aboelmaged, 2018). Another impact of social
media on job seekers is that they have to regularly monitor their digital identity and social media
activity so that their content and social media posts does not have create a negative impression
on the recruiters.
Social media sites such as Linkedin and Facebook have simplified job searching as
organisations promote vacancies on social media platforms. These platforms allow job seekers to
interact with like-minded individuals which aspire to make career in same fields. This assists in
connecting and networking with right individuals which can get them suitable jobs. Job
searching through social media provides job seekers another advantage which is the ability to
have normal informal interactions with the employers. This is helpful in creating a bond with the
company and allows employees to understand the company culture in a much better way. Social
media sites encourage direct and swift responses from employers which simplifies the time
consuming process of job searching (Boczkowski and Papacharissi, 2018). Job seekers can save

time by utilising their social media accounts as platforms to communicate with employers and
corporations of their choice while highlighting their personnel traits and skill-set. Enhancing
social media accounts can also help job seekers depict their knowledge and inter-personal skills
to the employer in an innovative and eye catching way. This sets them apart form their
competitors in the job market and brings them closer to securing their dream job. Networking is
one of the most important components of job searching and employees can utilise their social
media account to construct a professional network which connects them with recruiters and
individuals who are interested in employing individuals which have similar characteristics and
qualifications. Construction of a smooth network enhances comu8nication skills off the
employee which improves their chances of gaining job of their choice.
CONCLUSION
From the above discussion it is determined that social media assists in identification of
talented employees. Organisations screen social media accounts of their employees to gain data
related to their personnel characteristics so that they recruit right individuals. Jon seekers can
utilise their social media platforms as a way to connect with employers and showcase their skills
and hobbies which is not possible through traditional documents. Apart from this social media
reduces investment and time on job search as employees can directly connect with their
employers to gain swift response. All these factors have contributed to the increasing usage of
social media by corporations in their recruitment efforts.
PART 2
What are the top three things you want to show to employer as an employee?
Clear Expectations and Goals: As an employee I want to Offer a good picture of my
positions, duties and priorities to the team. I will do this one at a time, and with my squad.
Communication: I will also show this as it helps in Keeping individuals updated as a
team and conscious as people, as basic as it is. This suggests that I need to connect by sessions,
one-on-one, telephone conferences, email, Skype, and text.
Responsibility: I will also shoe my skill related to managing People and aspire to be
good this is because bosses are generally an obstacle if they aren't. Listen to the opinions of the
group and get them involved in solving issues.
Why someone should higher you?

I have focused diligently on my leadership skills and leadership ability, that I will put to be used
in my future career, if I am chosen for the role in your organisation. In my past businesses, I
have provided my 100 percent commitment, and this has helped me to realize my strengths and
shortcomings.
What to do you bring to table and add values?
I have used my vision to great advantage in my former career and have expertise in a variety of
fields related to this work, including a rise in foreign revenue. I helped raise foreign revenues by
35 percent in six months at my last business by developing a promotional deal that gained, and
retained, overseas buyers. This helps in adding value to your business.
Who is your ideal employer?
My idle employer will be the one who gives me a target is my dream boss and then lets
me go with it. Whenever it comes to closing deals and creating a distribution funnel, I am
innovative. I would have wanted to collaborate with an organization that respects my method
and understands that without having to be told what to do every inch of the process, I can land
deals or meet goals.
What kind of problems will you solve for your ideal employer?
When I'm faced with a question, I usually start through doing analysis or searching at
instances of how others have solved this problem. From the study, I will determine which
strategy works best for me and the company to solve the question. Then I decide which steps to
solve the issue need to be taken, and when talking with my boss, I start setting the plan in
motion.

REFRENCES
Books and Journals
Aboelmaged, M.G., 2018. Knowledge sharing through enterprise social network (ESN) systems:
motivational drivers and their impact on employees’ productivity. Journal of
Knowledge Management.
Boczkowski, P.J. and Papacharissi, Z. eds., 2018. Trump and the Media. MIT Press.
Canavan, M., Gallo, W.T. and Marshall, G.L., 2020. The moderating effect of social support and
social integration on the relationship between involuntary job loss and health. Journal
of Applied Gerontology, p.0733464820921082.
Kumar, V. and Nanda, P., 2019. Social media in higher education: A framework for continuous
engagement. International Journal of Information and Communication Technology
Education (IJICTE), 15(1), pp.97-108.