Impact of Social Media and Information Technology in the Recruiting Process

Impact of Social Media and Information Technology in the Recruiting Process

Human Resources is facing a number of technological changes and, thus, challenges. They involve a variety of systems and methods that necessitate planning, training, and implementation for an organization to be successful. It will be difficult for an organization to identify and implement available tools unless they understand and master them. This study identifies and dissects how information technology and social media have impacted organizations and employee recruitment and development processes, as well as the challenges that Human Resource Management faces when implementing these systems.

Technology has enabled a new way of sharing and developing systems at any time and from any location. Employers now have access to a wide range of tools and technologies that enable them to process, review, research, and receive information in real-time. Collaborative software such as VTC, internet, text message, social media, and calendar systems enable faster communication between parties in today’s organizations, making things easier for everyone. Long-distance information barriers are no longer a critical factor or challenge in sharing training and information.

Social media has also grown in popularity and power as a tool for employers to recruit and market, with organizations beginning to use Facebook, LinkedIn, Twitter, and Flickr, to name a few. Technology advancements have changed everything; in fact, the recruiting process now heavily relies on digital technology. The days of filing documents and records in cabinets are long gone. With the digital era now available, applicants will be able to open the doors to new worlds and information while sitting at home or even running a business from home.

Today, everything begins and ends with the assistance and use of technological systems. Individuals can use these systems to not only research potential organizations but also to begin the application process, which includes submitting resumes. That is the beauty of technology and the advantages it provides. Remember when the most common way to find a job was through the newspaper, applying directly (still a great source), or through referrals? Not all of them are obsolete, but they are still effective recruitment tools. On the other hand, the use of information technology appears to be the future in recruiting processes, and we may see more technology systems or methods used to conduct assessments and evaluations in the future.

One of the benefits of technology is the quick access to so many platforms and the ability to instantly transfer and receive documents. Consider how, prior to the internet, documents were only received through the mail or handled personally. You can now save all of that trouble and time by submitting or chatting through a website that, in some cases, will provide virtual assistance. Although these technologies have made life easier and more convenient, they can also remove the personal touch from the process. No recruiter reads a hundred resumes; instead, a machine is assigned to narrow this long list down to a small number of resumes using keywords carefully entered by the employer. Is it quick? Yes. Is it reasonable? Who can say?

Reilly (2013) writes in his article What is the Impact of Technology on Recruitment? “Applicant tracking systems can be the most beneficial, or the most detrimental, technological impact on recruiting,” he wrote. Everything depends on who you ask. Recruiters and hiring managers may say it’s a great tool for scanning resumes and finding matches, but job seekers may believe it hurts their chances by not considering each resume individually. An ATS is most effective when combined with a trained hiring eye. Sure, the ATS is very good at assisting a company in meeting compliance rules, but it’s not very good at reading PDF resumes or determining whether professional experience or career achievements could be interpreted as work experience.”

Because of technological advancements, the information systems market has stepped up with new software that makes the lives of recruiters and employers easier. E-Recruiting has been developed and is currently in use. “The e-recruiting process includes the following iterative steps: identification of hiring needs; submission of job requisition; approval of the job requisition via a job database; job posting on the Internet; online search of the job database by job seekers, online prescreening/online self-assessment; submission of applications by applicants directly into an applicant database; online search of the applicant database for candidate selection; online evaluation of résu While traditional recruiting is a sequential batch process, e-recruiting is a continuous and online process in which some recruiting activities may be performed concurrently” (Lee, 2005, p. 2).

Along with the impact that technology has had on society and the recruiting world, one can see how technology has slightly shifted the labor market to more knowledgeable and skilled workers. One challenge this may bring is that employees will be required to broaden their technological abilities. Companies are investing in technology training systems to prepare their employees to compete in today’s technology application markets.

“Manpower Inc., the nation’s largest employment agency, provides free information technology training through its Manpower Training and Development Center… When and where employees need training, just-in-time learning delivered via the internet to their desktops has become commonplace” (Snell, Morris & Bohlander, 2016, p. 12-14). These external recruitment methods are available to employers who prefer to recruit through external sources.

There are numerous advantages to using the technology systems that are already in place. Seasonal workers are likely to face these challenges; in fact, they will have to improve their skills, adapt to change, and adopt new system technologies implemented by employers, which will make them feel uncomfortable and at a disadvantage if they are unable to adapt to these new systems.

Human Resource Information System (HRIS) has numerous applications; in fact, it is now used to screen new recruits, pretest applicants, and set up or change employee benefits. “By deploying HRIS systems on an intranet, managers can gain administrative access to employee records while also allowing employees to access and change their own benefits and other personal information” (Snell, Morris & Bohlander, 2016, p. 14).

Some companies use these systems to monitor employee performance and potential for better positions in the future, but it depends on the company’s focus and scope. M. Biro (2017) writes in his article, The Impact of Technology on HR and What Ahead, the following:

“Big Data provides HR with a fact-based view of today’s workforce, identifying emerging trends and allowing businesses to adapt.”

Better risk-management decisions can be made with the help of predictive analytics. They can, for example, identify employees who could benefit from additional training or highlight teams that are having difficulty.

Analytics also enables recruiters to evaluate potential employees based on real-world data; by basing hiring decisions on facts rather than gut instincts, they can improve the quality and placement of new hires.”

Recruiters have also discovered gold with social media in their search for new ways to reach candidates and gain publicity. Social media popularity continues to rise, and it is quickly becoming one of the most popular methods for marketing, advertising, and even recruiting. Again, technology is rapidly advancing and spreading globally; in the United States, almost every family has a cellphone and internet access.

Businesses are aware of this and are shifting their focus to using technology to reach out to the masses. “Job postings on company websites are also common. This enables the interested candidate to create a profile, upload a resume, and apply for listed jobs. Surprisingly, many of these sites now have mobile apps, allowing for greater coverage… Despite this, there is still a market for more traditional hiring practices” (O’keefe, 2013).

The following figure is mind-boggling and provides statistical evidence of the increasing use of technology over time. “Before the 2002 launch of LinkedIn and the 2004 launch of Facebook, social media websites existed, but their use was limited.” Individual’s and employers’ use of them has skyrocketed in the last three years. According to reports, Facebook membership increased from 161 million registered worldwide users in January 2012 to more than a billion monthly active users in December 2012. (Oracle, 2012 Facebook, 2013). LinkedIn reported a membership increase from 100 million in March 2011 to 200 million in January 2013 (LinkedIn, 2013).” G. Calvasina, R. Calvasina, and E. Calvasina (2014).

The opportunities that social media provides as a global platform are unique and continue to revolutionize various types of markets. “Social media serves as an initial contact and a sort of background check for employers, assisting them in determining whether the candidate is the right one academically, professionally, culturally, and socially.” More importantly, with the business world becoming more digitally slanted, the prospect’s use of digital technology demonstrates foresight of the industry’s direction. Digital advancements not only give the employer more power but also give the prospective employee more control over being scouted. It’s entirely up to you!” (2013) (O’keefe).

Conclusion:

Information technology and social media have had a positive impact on society by allowing organizations to connect with the rest of the world, bringing borders closer together than ever before. The availability of global internet connection and information exchange are now faster, stronger, and more reliable than ever. Without a doubt, new and more advanced technology will be discovered, developed, and used for the benefit of a global society. Even though some technologies take time and training to master, they are generally a great asset that, when used correctly, will be very beneficial and serve their purpose.

This article assisted me in better understanding how and why organizations choose to innovate and use technological systems to operate more efficiently, as well as measure and track performance. When properly analyzed and combined with the appropriate criteria, these systems can be extremely effective. Despite the fact that technology is rapidly changing, businesses should evaluate which systems bring them success, save them money, and train their employees to be the most proficient. Technology is here to stay, and the social media wave will continue to be a part of our lives. employers and organizations will use what is available to exploit their resources and stay ahead of the game.

References

Biro, M. M. (2017, December 07). The Impact of Technology on HR and What’s Ahead. Retrieved September 4, 2018, from https://www.huffingtonpost.com/meghan-m-biro- /the-impact-of-technology-_1_b_9294208.html

Calvasina, G. E., Calvasina, R. V., & Calvasina, E. J. (2014). SOCIAL MEDIA AND HUMAN RESOURCE STAFFING: LEGAL, POLICY AND PRACTICE ISSUES FOR

EMPLOYERS. Journal of Legal, Ethical and Regulatory Issues, 17(2), 51-60. Retrieved from http://ezproxy.barry.edu/login?url=https://search-proquest- com.ezproxy.barry.edu/DocView/1647822080?accountid=27715

Lee, I. (2005). The evolution of E-recruiting: A content analysis of Fortune 100 career websites. Journal of Electronic Commerce in Organizations, 3(3), 57-68. Doi.: http://dx.doi.org.ezproxy.barry.edu/10.4018/jeco.2005070104

O’Keeffe, M. (2013, March 6). The Impact of Social Media on the Recruitment Process. Retrieved from http://blog.careerintelligence.com/impact-social-media-recruitment- process/

Reilly, A. (2013, December 24). What is the Impact of Technology on Recruitment? Retrieved from https://blog.rpoassociation.org/blog/bid/330126/What is the Impact of Technology on Recruitment

Snell, S.A., Morris, S.S. & Bohlander, G.W., (2016). Managing Resources. Boston, MA. Cengage Learning.

ORDER A PLAGIARISM-FREE PAPER HERE

We’ll write everything from scratch

---

Please explain how digital and social media have changed the employee selection process. Additionally, please outline the advice you would give an employer about avoiding problems with using such tools for selection.

Please complete your post using at least 2 pages and APA citations with at least three references with in-text citations.