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Reflection Paper 2

Social media is increasingly being used as a recruitment tool by organizations. Some key advantages of using social media for recruitment include reducing the time and cost to find qualified candidates, gaining more detailed information about candidates from their social media profiles, and reaching a global talent pool. However, there are also disadvantages such as the risk of attracting many unqualified applicants, potential bias and privacy issues in assessing candidates, and challenges verifying information on candidates' profiles. Overall, while social media can be an effective additional recruitment channel, organizations need policies to ensure ethical and fair hiring practices when using these platforms.

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Dhanya Dharmarajan
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29 views4 pages

Reflection Paper 2

Social media is increasingly being used as a recruitment tool by organizations. Some key advantages of using social media for recruitment include reducing the time and cost to find qualified candidates, gaining more detailed information about candidates from their social media profiles, and reaching a global talent pool. However, there are also disadvantages such as the risk of attracting many unqualified applicants, potential bias and privacy issues in assessing candidates, and challenges verifying information on candidates' profiles. Overall, while social media can be an effective additional recruitment channel, organizations need policies to ensure ethical and fair hiring practices when using these platforms.

Uploaded by

Dhanya Dharmarajan
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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REFLECTION PAPER 2

OCTOBER 29, 2023


DHANYA DHARMARAJAN
INTRODUCTION
Social networking is become a crucial component of the employment process. By
emphasizing its key skills, the organization becomes distinctive and aids in recruiting
qualified candidates. The popular social media sites Instagram, Twitter, Facebook, LinkedIn,
and Indeed are used for the purpose of hiring. Without a social media presence, many
potential clients and candidates, particularly younger ones who haven't seen life without
social media, won't even know your company exists. Social media recruitment is an
innovative approach. It comprises locating and corresponding with possible candidates using
social media channels.
The advantages and disadvantages of social media as a recruiting platform are as follows:

ADVANTAGES
Reduces the time
Employers can use social media recruiting to find and hire the best candidates. It's also a
quick and simple way to find qualified candidates. In less time, the employers could get
connected with many qualified people.
Reduces the cost
Since internet platforms offer accessible or reasonably priced choices for job adverts and
promotions, using them for hiring saves money and effectively connects with many possible
applicants compared to traditional staffing techniques. The printing cost of advertisement can
be reduced by using this type of recruitment.
Get more details of the candidates
Employers can assess potential candidates based on their credentials and professional
network by perusing LinkedIn profiles, which have detailed information about candidates' job
history, talents, endorsements, and recommendations.
Enlarge talent base
Businesses may reach a worldwide candidate pool by using social media for recruitment,
which is impossible with traditional methods like job fairs or newspaper ads so that the
employer would get applications from all over the world.
Assessment of Cultural Fit
By examining a candidate's social media posts, which provide insight into their interests and
personality, recruiters can decide if they are a suitable fit for the organization.
DISADVANTAGES
Qualified candidates can be eliminated
There is the risk of attracting a high volume of unqualified applicants. In addition, it can be
challenging to filter through the noise and find qualified candidates with the right skills,
especially with automatic filtering options.
Bias and Discrimination
It is challenging to assess candidates without inadvertently harming them when they share
pictures and private information online. It might be challenging to assess a candidate's
suitability based only on internet summaries since those depictions could not accurately
reflect their personality in the workplace.
Privacy concerns
When candidates are selected through social media, privacy issues may arise. Adhering to
data privacy standards is crucial as it protects candidates from discrimination in the unlikely
event that their personal data is uncovered.
Fake information
Social media profiles of specific candidates may contain exaggerated or fraudulent material,
which makes it challenging for recruiters to confirm credentials and expertise.
Expensive sponsored ad costs
Online job advertising is typically inexpensive. Expensive sponsored ad costs and challenges
reaching inactive prospects on social media Although paid content for greater visibility might
be expensive and may put pressure on hiring expenses.
Absence of Personality Evaluation
The demeanor, attitude, and soft skills of a candidate. All critical factors in assessing cultural
fit within an organization may only sometimes be fully reflected in social media profiles.

CONCLUSION
Social media recruitment has its own advantages and disadvantages. Social networking is one
of the most used methods for hiring new staff. Social media gives businesses access to
various communication channels and prospective employees. Since physical geography is no
longer a barrier, businesses can be more inventive in hiring procedures. The drawbacks
include the lack of control you have over who sees your posts and the uncertainty around
whether someone you meet on social media is a suitable fit for your business. In addition to
tried-and-true techniques, businesses might employ social media as an extra tool to guarantee
a fair and efficient hiring process. To avoid moral dilemmas and legal issues, they should also
create explicit policies and processes for recruiting on social media.
References

• Beck, M. (2022, June 13). Social media recruitment advantages and


disadvantages. Reworking.

https://reworking.com/social-media-recruitment-advantages-and-disadvantages/

• Aldridge, K. (n.d.). Pros and cons of social media recruitment efforts. LinkedIn.
https://www.linkedin.com/pulse/social-networking-recruitment-kristy-aldridge

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