Evaluating Social Media’s Impact on Hiring Decisions- A Self-Review and Reflections on Candidate Selection

Evaluating Social Media’s Impact on Hiring Decisions- A Self-Review and Reflections on Candidate Selection

Role of Social Media in Recruitment

Today, social media is more than a place set exclusively for personal social updates and photos. On the contrary, social media is now a platform for creating networks and sharing information. As a result, a higher number of health care recruiters are using social media channels to look for medical professionals who are searching for jobs. Social media has a significant impact on the recruiting process in health care. First, healthcare recruiters employ websites such as Facebook to share job openings, making it easier for their clinics, private practice, or even hospitals to be more visible to more candidates (Whitaker, Stevelink, & Fear, 2017). As recruiters search for the right professional to fill a single position, they can upload other opportunities in healthcare groups or similar online communities full of qualified professionals.

Second, recruiters use social media to promote a particular position. Recruiters can emphasize a particular position by posting the position more frequently and sharing them on other online platforms (Fallon Jr & McConnell, 2013). To reduce traffic from unqualified individuals, recruiters can highlight the critical details of the job opening, such as work hours, location, and required years of experience.

Benefits and Challenges of Using Social Media in Recruitment 

There are several benefits of using social media while recruiting healthcare professionals. The first is that it helps save on costs. The above is because no extra people are hired to review CVs, have meetups, or offer pre-employment evaluations. In addition, there is less expenditure in printing and photocopying hard copy papers since the recruitment is executed online (Whitaker, Stevelink, & Fear, 2017). The second is job seekers tend to display their personalities online. One crucial aspect of recruitment is assessing whether a candidate will adapt to the culture, conditions, policies, and terms of the workplace (Fallon Jr & McConnell, 2013). Through the use of social media, recruiters can figure out a person’s personality and use it to figure out if they are fit for the position. An overview of a person’s profile on social media platforms helps recruiters understand the candidate’s personality and values.

On the other hand, using social media to recruit candidates also has its cons. First, it is easy to get a bad image from a candidate. The healthcare recruiters may acquire a wrong picture from a different person who posted a bad thing and confuse them with a prospective candidate (Gelinas et al., 2017). Conversely, there exists a gap between generations in pop culture that can be misused by recruiters on what is acceptable or not (Arigo et al., 2018). Secondly, some keywords may cause a miss out on valuable talent. Choired skills and industry standards keep elevating over time. The older generation may use a specific word for skill, resulting in the candidate being left out and losing more excellent talent.

Why Social Media Should be Part of the Recruiting Process

Social media should certainly be used in healthcare recruitment. Social media makes it easy to identify where, when, and the requirements of human healthcare resources. Besides, social media is a reliable source of distributing information worldwide, and it voices out clear and factual information of what is needed (Whitaker, Stevelink, & Fear, 2017). As a result, using social media in the recruitment process will be more efficient and faster.

Role of Social Media in Hiring

The rise of the internet has affected how employers and job seekers communicate. Today, employers use social media platforms to seek individuals with the required qualifications, proficiency, and cultural fit to hire. Employers can find potential candidates by tapping into a universal pool (Fallon Jr & McConnell, 2013). Employers can easily find prospective candidates online in the era of job shortage and lack of workforce.

Benefits and Challenges of Using Social Media in Hiring

Social media helps employers find prospective candidates easily and faster. Unlike in the past, where finding candidates to hire was challenging, today, employers can find them quickly in the comfort of their homes or offices with simply a click of their mouse. There are thousands of job seekers online, and employers can source ideal candidates who meet their expectations. Furthermore, social media increases job visibility. Practically every prospective candidate is on social media. All over the world, social networks serve as an excellent platform for identifying and hiring talented individuals.

On the contrary, there are various challenges to using social media in the hiring process. Whereas there are thousands of candidates to source from, finding the right person is difficult. Unfortunately, there are many mediocre online, meaning one can end up with hundreds of mediocre CVs (Gelinas et al., 2017). In addition, although social media is a candidate-rich market, it could be tough to find professional and highly skilled people. In most cases, the people active on social media may be less proficient than passive users. Professionals tend to be passive social media users.

Why Social Media Should be Used in Hiring

Employers should source social media in their hiring process. Social media is a candidate-rich market with thousands of ideal candidates. Besides, social media makes hiring candidates efficient, easy, and faster (Whitaker, Stevelink, & Fear, 2017). Employers do not have to struggle to find employees like in the past because job seekers are only a few clicks away today.

Personal Online Presence

On average, I spend at minimum an hour on social media daily. I use my time to promote and market my blog to gather followers. My blogs talk and educate my followers on the issue of drugs and drug addiction among youths, especially students. The more followers I fetch, the more the subscribers and blog likes. Getting more subscribers and likes gives me the satisfaction that my content is valuable and I am reaching more of the target audience.

Perceptions Employers Would Get from My Online Presence

From my social media profile, employers can obtain a lot of information about me. My profile has detailed academic and career qualifications and career growth information. In simpler terms, when employers see my social media profile, they summarize my CV. In addition, employers can decipher my professionalism from my social media profile. My profile photo is official and professional. Besides, I have used keywords related to my career on my profile.

Making My Online Presence More Professional

To render my online presence more professional, I intend to employ the following. First, I will link my blog to my social media accounts. As a psychologist, my blog speaks about relevant issues such as the use of drugs and addiction among students. Linking the blog to my social accounts will not only make my presence more professional. Still, it will further attract more readers, reach more of the target audience, and achieve the desired results, such as reduced drug abuse.

Further, I intend to share my passions, interests, academic qualifications, career growth, and skills on my social media profiles. By so doing, I will make my profile more of a summary of my CV, which will help prospective employers get an overview of my personality. Since my profile is the first thing a person sees when they land on my profile, I ought to make it as professional as possible.

References

Arigo, D., Pagoto, S., Carter-Harris, L., Lillie, S. E., & Nebeker, C. (2018). Using social media for health research: Methodological and ethical considerations for recruitment and intervention delivery. Digital health, 4, 2055207618771757.

Fallon Jr, L. F., & McConnell, C. R. (2013). Human resource management in health care. Jones & Bartlett Publishers.

Gelinas, L., Pierce, R., Winkler, S., Cohen, I. G., Lynch, H. F., & Bierer, B. E. (2017). Using social media as a research recruitment tool: ethical issues and recommendations. The     American Journal of Bioethics, 17(3), 3-14.

Whitaker, C., Stevelink, S., & Fear, N. (2017). The use of Facebook in recruiting participants for health research purposes: a systematic review. Journal of medical Internet research, 19(8), e290.

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To prepare for this Assignment:

Review this week’s Learning Resources. Focus on the resources that address hiring decisions, social media, and candidate selection.
Google yourself as if you were an HR professional reviewing your online profile.

Evaluating Social Media’s Impact on Hiring Decisions- A Self-Review and Reflections on Candidate Selection

Consider your feelings on social media and the hiring process.
To complete this Assignment, write a 3- to 4-page paper in which you do the following:

Explain the role of social media in recruiting professionals in the field of healthcare.
Identify at least two benefits and two challenges of using social media for recruiting in healthcare.
Explain whether you think social media should be part of the recruiting process.
Explain the role of social media in hiring in the healthcare field.
Identify at least two benefits and two challenges of using social media for hiring in] healthcare.
Explain whether you think social media should be part of the hiring process.
Provide a brief explanation of your personal social media presence.
Explain, from the perspective of an HR professional reviewing your online profile with a job application, what their perception of your social media presence might be.
Explain at least two things you could do to improve the professionalism of your social media profile. Be specific.
Support your work with specific citations from this week’s Learning Resources and additional scholarly sources as appropriate.