Research and Decision Making for Recruitment Process-myassignmenthelp

Question: Discuss about theResearch and Decision Making for Recruitment Process. Answer: Impact of social media on the recruitment process In the current time, social media is one of the major phenomenons being initiated in the business environment. In the present time, social media is having millions of active users worldwide. Thus, business organizations are using the social media platforms in order to gain competitive advantages in their business scenario. One of the major areas in the organizations that are being impacted from the initiation of the social media is the recruitment process. In the current time, recruiters are using the information from the social media in order to reach out to the potential candidates. There are various authors who are discussed about the use of the social media in the recruitment process in relation to different perspectives. Increase in talent pool According to Ladkin, and Buhalis (2016), social media is one of the most effective and popular mode of generating leads for the recruitment process. This is due to the reason that social is having huge data and information of the potential candidates, which helps the recruiters in using these leads for the short listing the probable ones. In this article, it was also discussed that social media also helps in increasing the talent pool for the recruitment and selection process. Thus, the more will be the size of the talent pool, the more will be the options for the recruiters to select their employees from. Limitations However, there are various limitations being identified in this article, which limits the scope of research in this article. One of the major limitations is the use of only secondary sources for discussing the statement. In this case, having primary data for the research would have increased the reliability of the article. In addition, this article has not discussed about the problematic areas of using social media in the recruitment process. It have only discussed about the positive impacts that can be gained from using the social media. Emergence social media platforms related to recruitment process There are some other authors who have discussed about the positive impacts of the social media along with the identification of the challenges for the business organizations. As stated by Landers and Schmidt (2016), there are various social media platforms such as LinkedIn that are designed in accordance to the need of the recruiters of the organizations. The authors have also stated that having the social media platforms specializes in the recruitment process helps both the recruiters and the candidates to create relationships between them. This helps both the parties in knowing the requirements and expectations of each other before the final process of selection. This articles helped in identifying the types of social media, which are mainly specialized for the recruitment process along with having the idea of the challenges that to be faced by the recruiters from the initiation of the social media. Another positive side of this article is that different assessment and evaluation tools are being used by the authors in concluding the statement. Thus, the findings are more reliable and authentic in nature. Social media and organizational attractiveness As discussed earlier, introduction of the social media platforms such as LinkedIn helps the recruiters in having more access to the potential candidates. However, there are some other advantages of the social media such as enhancement of the organizational attractiveness. According to Brouer, Stefanone, Badawy, Egnoto and Seitz (2015), using the social media platforms also helps the business organizations in gaining brand exposure in the market. This is possible due to the reason that social media is having millions of active users and organizations will be able to reach to all of them through their recruitment advertisements. Using of the social media is having multiple benefits for the business organizations in the recruitment process such as enhancing the organizational value and relationship with the candidates. Some other authors such as Khatri, Chapman, Glasbey, Kelly, Nepogodiev and Bhangu (2015), the use of social media also helps in enhancing the participation and engagement among the associated parties. Thus, the more will be the engagement among the recruiters and the candidates, the more will be the effectiveness of the recruitment and selection process. However, both these articles are having a few limitations such as not including the negative impacts of the social media in the process of recruitment and selection. Social media and recruitment effectiveness The different aspects of the change in the technologies have helped in determining the change in the situation of the organizations in the market. The digitalization of the era has brought about changes in the recruitment process that is undertaken by the companies. The usage of the social media has affected the recruitment processes undertaken by the organizations due to the lack of authenticity and the incomplete information. Thereby, the decisions making of the organization is deferred. On the other hand, the lack of authentic information also affects the functioning of the candidates in their respective job roles. According to Sivertzen, Nilsen and Olafsen (2013), the job satisfaction of the candidates are affected through the recruitments that are undertaken by the social media (Ngai, Tao Moon, 2015). On the other hand, the determination of the different attributes of the change is based on the understanding of the job responsibilities. The understanding of the job responsibility helps in determining the proper functioning of the workforce. However, Sivertzen, Nilsen and Olafsen (2013), stated that the utilization of the digital media for undertaking the recruitments has affected the functioning of the workforce as they fail to determine their respective positions before applying for the posts online. According to Ngai, Tao and Moon (2015), the authentication of the source of information is absent which affects the proper functioning of the workforce as per the requirements of the organization. Research problem According to Landers and Schmidt (2016), there are some challenges that might get faced by the recruiters from the initiation of the social media in the process. One of the major challenges being identified is the ethical issues. This is due to the reason that having the access to the private information of the candidates may have ethical issues in the further stage. This will in turn reduce the effectiveness of the entire process of selection of recruitment. Kissel and Buttgen, 2015 stated that one of the major issues is the misrepresentation of facts by the potential candidates in their social media accounts. It becomes difficult for the recruiters to verify the information prior to the interview process. In addition, various other authors have also discussed about the ethical issues that may also get aroused in using the social media for the recruitment and selection process (Jeske Shultz, 2015). Thus, it can be concluded that using social media in the recruitment process will ha ve both positive and negative impacts on the business organizations. The utilization of the social media platforms has also affected the functioning of the organizations in the market scenario. The platforms have supported the requirement of the organization relating to the need of the organization of undertaking huge recruitments for supporting their processes. However, the platforms have affected the recruitment of the candidates in the organizational structure. Sivertzen, Nilsen and Olafsen (2013) stated that the understanding of the different technological changes by the organizations has helped them in undertaking the new technologies. However, the new technologies have affected the functioning of the organization and the workforce at the same time. The changes in the structure and the functioning of the organization are based on the understanding of the impacts of the usage of the social media platforms for maintaining the balance in the functioning of the HR departments of the organization. Reference Brouer, R. L., Stefanone, M. A., Badawy, R. L., Egnoto, M. J., Seitz, S. R. (2015). Losing control of company information in the recruitment process: The impact of LinkedIn on organizational attraction. Paper presented at the, 2015-1879-1888. doi:10.1109/HICSS.2015.226 Jeske, D., Shultz, K. S. (2016;2015;). Using social media content for screening in recruitment and selection: Pros and cons.Work, Employment Society,30(3), 535-546. doi:10.1177/0950017015613746 Khatri, C., Chapman, S., Glasbey, J., Kelly, M., Nepogodiev, D., Bhangu, A., . . . STARSurg Committee. (2015). Social media and internet driven study recruitment: Evaluating a new model for promoting collaborator engagement and participation.Plos One,10(3), e0118899. doi:10.1371/journal.pone.0118899 Kissel, P., Buttgen, M. (2015). Using social media to communicate employer brand identity: The impact on corporate image and employer attractiveness.Journal of Brand Management,22(9), 755-777. doi:10.1057/bm.2015.42 Ladkin, A., Buhalis, D. (2016). Online and social media recruitment.International Journal of Contemporary Hospitality Management,28(2), 327-345. doi:10.1108/IJCHM-05-2014-0218 Landers, R. N., Schmidt, G. B. (2016).Social media in employee selection and recruitment: Theory, practice, and current challenges. Cham, Switzerland: Springer International Publishing. Ngai, E. W., Tao, S. S., Moon, K. K. (2015). Social media research: Theories, constructs, and conceptual frameworks.International Journal of Information Management,35(1), 33-44. Pramod, D., Bharathi, S. V. (2016). Social media impact on the recruitment and selection process in the information technology,industry.International Journal of Human Capital and Information Technology Professionals,7(2), 36-52. doi:10.4018/IJHCITP.2016040103 Sivertzen, A. M., Nilsen, E. R., Olafsen, A. H. (2013). Employer branding: employer attractiveness and the use of social media.Journal of Product Brand Management,22(7), 473-483.