The current job market is about 90%
candidate driven (Martic, 2018). Candidates are in the driving seat and often demand more than
a best salary.
Talent sourcing is one of the major
activities in an organization in the process of recruiting competent people
with right skills, for right positions leads organizations to achieve their
vision, mission, and objectives. Organizations which are successful in sourcing
phase, will most likely to have better results at the end of the recruitment
process (Hunt, 2014).
The sourcing component of the recruitment
process is focusing on identifying the qualified candidates and the ways to
reach them (Phillips & Gully, 2012).
There are three types of candidates, active, semi-passive and passive
candidates (John, 2008).
Traditional sourcing methods such as
advertising on national and local newspaper, trade journals, company’s website,
etc. are only capable of reaching the active candidates. Using social media for hiring goes
further than just advertising the current job vacancies to the company's social
network account. Social media is used for finding probable applicants, building
a good rapport with them, and persuade them to apply for job vacancies (Martic, 2018).
Involvement of social media for the recruitment
process is going up rapidly with the increase of social media users. Examples
of most popular social media site used in recruiting are LinkedIn, Facebook,
Twitter. The usage of these social media sites will allow an organization to
easily reach active, passive and semi-passive candidates, quickly and for lower
cost.
“Social media does more to your company aside from
being a fast and simple tool to contact potential candidates (McDonald, 2016)”.
By using social media, it is easy to increase the employer
branding. Further, LinkedIn, Facebook and Twitter will allow companies to brief
information about them that a potential candidate would like to know. Most
importantly all these sites allow obtaining statistics like, who liked your
page, number of visitors, which will intently allow to identify the potential
candidates.
 |
| Figure 1 (Martic, 2018) |
By analyzing the above information, it becomes obvious
that the social networks, such as LinkedIn, Facebook and Twitter have taken the
recruitment into a new era.
References
Galanaki, E., 2002. The Decision to Recruit Online:
A Descriptive Study. Career Development International, 7(4), p.
243–251.
Hunt, S., 2014. Common
sense talent management: Using strategic human resources to improve company
performance. San Francisco: Wiley.
John, J. G., 2008.
Social media: New frontiers in hiring and recruiting. Employee Relations
Today, 35(1), pp. 51-59.
McDonald, A., 2016. 2016’s
Guide to Using Social Media for Talent Sourcing. [Online]
Available at: https://manilarecruitment.com/manila-recruitment-articles-advice/guide-to-using-social-media-for-talent-sourcing/
[Accessed 11 04 2019].
Available at: https://manilarecruitment.com/manila-recruitment-articles-advice/guide-to-using-social-media-for-talent-sourcing/
[Accessed 11 04 2019].
Phillips, J. &
Gully, S., 2012. Strategic staffing. 3 ed. Boston, MA: Pearson
Education.
Martic, K., 2018. 15 New Recruiting Trends You
Should Implement in 2019 [UPDATED]. [Online]
Available at: https://www.talentlyft.com/en/blog/article/87/15-new-recruiting-trends-you-should-implement-in-2019-updated
[Accessed 12 04 2019].
Available at: https://www.talentlyft.com/en/blog/article/87/15-new-recruiting-trends-you-should-implement-in-2019-updated
[Accessed 12 04 2019].
Basically we xan say that the recruitment became the most effective and efficient mathed to find employees in the current situation, specially less time and cost cutting mathed.
ReplyDeletePls correct the word e-recruitment
ReplyDeleteYes, I agree with you some points. But still, there's a possibility to miss the traditional applicants with the right talents. And some E- profiles can be fake Accounts, which may lead to a wrong selection of candidates.
ReplyDeleteYes agree. There are several pros and cons in e-Recruitment, having fake social media accounts (from both Organizations and candidates ) is one of the drawbacks in e-Recruitment.
DeleteI agree to certain extent that using social media for recruitment, but this will only applicable to soft skills labour. Therefore traditional methods to require to spot the real talent.only 30% of Sri Lankan population using Internet so still SL need traditional methods to filter the appropriate talent.
ReplyDeleteYes, I agree, in Sri Lanka access to internet and the also the basic computer literacy is still a problem. Which is one of the main barriers to use of social media for recruitment process.
DeleteOn the other hand, e-recruitment can be used for both soft (personal and social skills and employee must posses in order to perform a job) and and hard skill (refer to technical capabilities connected to a specific occupation such as an electrician, accountant, a web-designer, a lawyer.) labor.
Accountability of an applicants' social media profile is a different question.
Using social media sites to help recruitment is ideal in reaching a vast audience through relatively low cost. However I believe an employer cannot solely rely on social media but should be accompanied by other mediums in order to reach the best audience.
ReplyDeletee-Recruitment is one of the best ways to attract specially semi-passive and passive candidates for lower cost. Yes, cheap means not always the best and we should not always rely on it as well.
DeleteYou have highlighted the benefits of the e recruitment. If you can relate it to a context and discuss the challenges too can give a balanced view.
ReplyDeleteNeed citations for your claims such as current job market is 90% candidate driven, Examples of most popular social media site used in recruiting are LinkedIn, Facebook, Twitter, etc.
Thank you for the valuable comments Dr. Razi. I have added the missing citation.
DeleteVery useful information on E-recruiting. When the recruitment process comes in action most of the organizations are looking forward in this E-recruitment. Specially as you mentioned current trend is linkedin. As my experience its a brief of candidates qualifications and history of works as recommendations are there as well. So its a good way to seek employers attention at the very first place.But yet there is a risk.However one to one interview should be there also in some point of view.
ReplyDelete