Research on social media and recruitment...how organizations increasing the use of social media in recruitment

1. BANASTHALI UNIVERASITY
2015-2016
Research on social media and recruitment
Submitted to- Submitted by-
Mr. kanika Gupta Riya Jain
(Assistant professor) (MBA 1st year)
FMS –Wisdom ROLL No-9787

2. HR RECRUITMENT AND SOCIAL MEDIA
Social media for a today is not just about swapping pictures, music files
or discussing trivial details of an out. Social media is comprehensively
increasing its space or can say highlighting itself in the professional
arena. Social media has become a mode where one work play
simultaneously.
Social media as the name strike we have images flashing of face book,
twitter, LinkedIn, goggle+, at the back of our cerebellum. The impact of
social media on the society is dynamic and hardcore. Social media
encapsulated itself in regular routine of every individual whether he/she
may be from a mediocre family or a corporate honcho, social media has
looped in every one and all.
As an increasing trend, social media got extensively tethered that it has
now invaded corporate firms ,CEO’s ,COO’s around the globe are
making themselves dependent on social media as time and resources are
limited and tasks in hand are unlimited. So just to make a good use of
social media as it handles more than 55 present of database of job
seekers. The growth of social media is amazing phenomenal, companies
need to tap this unexplored arena to and find its prospective competitive
employees via social media. Social media is no more a mere tool to
supervise the employees deeds it is much more now. Right from framing

3. policies advertising, focusing On Competitors, Grabbing New Customer,
Penetrating and Enticing Bulk Marketing and Also List Goes On
There’s no doubt about how much social media has changed not only
our personal lives, but also the way in which we do business. Businesses
around the world are utilizing social media channels to not only connect
with their clients, but potential candidates for employment as well. In
2013, organizations finally began in earnest to integrate social
technologies into recruitment, development and engagement practices.
In 2014, this social integration will become the status quo.
The digital immigrants have now caught up to the digital natives – we
are now all digital citizens. The fastest growing demographic
on Google+ is 45-54 and on Twitter it is 55-64.now a day’s companies
using social media as recruitment tool According to a 2013 SHRM
survey, 77% of organizations are using social networking sites for
recruitment. The 2013 Nonprofit Employment Trends Survey showed
that 39% of nonprofit organizations responding felt that their use of
social networking sites in recruitment had a positive impact on the
number of candidates applying.
Due to use of social networking sites for recruitment, revenue of
monter.com Reduced By 31%
NIGEL WRIGHT, 2011

4. REASONS FOR USING SOCIAL MEDIA IN
RECRUITEMENT
 IT’S WHERE PEOPLE ARE
Social networks were once considered the domain of teens and twenty-
something students. With 901 million Face book users, Twitter accounts
numbering over 500 million, and more than 161 million users on
LinkedIn, it’s getting more and more difficult to find someone without a
social media presence. It’s hard to imagine a better way to reach the
potential candidates to hire.
 BUILT-IN NETWORK FOR REFERRALS
By reaching the large audience that social media increase chances of
getting company and job posting in front of the exact people who want
to hire. The vast networks that are created through social Media provide
an excellent system of information sharing that can result in referrals and
Recommendations that amplify voice and reach. So even if the company
don’t reach perfect candidate directly, reaching their friends or
colleagues in their network can result in ultimately getting job posting
where it needs to be.
 It’s TARGETED
Social recruiting allows to target job postings to not just anyone, but to
specifically reach highly qualified potential candidates through specified
outreach efforts.
 CANDIDATES CAN QUALIFY COMPANY, TOO
Social recruiting gives potential applicants the chance to quickly and
easily learn more about your company, determining whether they feel
the position would be a good mutual fit.

5. Now in the below diagram we are seeing which social media covered
how much part
World is going to be digital in the below diagram showing that how
much social media user in worldwide till July 2014
Diagram 1
If we talked about the India there are 110 million user of face book, 26
million users of LinkedIn, 33 million user of twitter and this data in
increasing day by day. Because people are becoming digital .for sake of
finding talent companies also taking help of this social networking sites
with help of this sites companies getting know about the interest,
hobbies, strength and daily activities of their employee.
0
100
200
300
400
500
600
700
800
900
1000
FACEBOOK TWITTER GOOGLE+ LINKEDIN
FACEBOOK USER
TWITTER USER
GOOGLE+ USER
LINKEDIN USER

6. There is varioussurveys on this topic have been done
two of them are:
For one thing, this year we’ll see more forward-thinking HR leaders
making the connection between having a solid social media strategy and
finding top talent. After all, 47 percent of Millennial now say a
prospective employer’s online reputation matters as much as the job it
offers, according to a survey by Spherion Staffing.
Employees are requesting to view new job postings on their tablets,
learn and collaborate with peers on their smart phones, and provide
feedback on a team member’s performance with the click of a button.
According to a Microsoft survey of 9,000 workers across 32 countries,
31 percent would be willing to spend their own money on a new social
tool if it made them more efficient at work.
SOCIAL MEDIA AS A RECRUITEMENT TOOL
 source of candidate
 builds and leverages off networks
 employee branding
 research tool
 complements a company’s career site(not to be used instead of a
careers site)
 Engage in conversation with customers ,suppliers and internal
stakeholders

7. FACEBOOK AS RECRUITMENT TOOL
Face book now a day’s most visited place on the
web. The Average face book user spends15 hours
and 33 mints per month on face book. On face book
we can get the data of the candidate and also keep
them update about the organization so it is a massive
way to get information of employee .face book gives
the information of employee interest, hobbies, Education and activities
of throughout the day and at staggering rates. Face book ads capitalize
on their members and the information that is voluntarily submitted by
offering advertisers very small and specific areas in which to target for
not a lot of Money. To keep up with the competition for top talent,
companies must recruit with Face book ads. Face book Fan Page can
serve as a recruiting and sourcing tool just like a company blog or
Opportunities to directly engage and educate target candidate market.
Approximately 81% of Face book monthly active users are outside the
U.S. and Canada. Face book has seen a 41% growth in active users from
Russia, South Korea, Japan, India and Brazil during 2012. 70% of Face
book-using job seekers are male, 63% are under the age of 40, 40% earn
more than $75,000 and 36% are college graduates
TWITTER AS A RECRUITEMENT TOOL
 Advertise job opportunities
 Network with industry leader
 Source of candidate
 Employer branding tool
 Reach a wider and passive audience
 Respond to comments ,request ,feedback,

8. complaints in real time
 Follow discussion on various recruitment topics
 Engage in conversation and headhunt talent
LinkedIn
Seen by users as a credible extension of their resume and a way to
research relevant industry information
 Search employees and target organization
 Join groups to join in discussion and have access to industry
information
 Network with other industry professional
 Reference check
This four ways is showing that how much the candidate need
of social media and Vice-versa .this process is two way both
employers and employees have need of each other they both
need to get information about each other suppose one
employee is going for interview than he/she will search
about the company and employer also necessary to know
about the whole profile of employee. The diagram 2 showing
the interview situation

9. Diagram 2
RECRUITERS USING SOCIAL MEDIA
Diagram 3
54%
93%
66%

10. Legal aspect:
Previously we have seen the reasons of using Social media in HR
Recruitment, Social media as tool of recruitment now we see the other
side of it the legal Aspect of using social media In Hr recruitment. Most
importantly employers should be careful in not using
criteria’s/information they would normally not consider during A
recruitment process. social media websites includes information
pertaining to Religion ,sexual orientation, creed ,race,ethnicity,financial
status, political affiliation, national, origin, Marital status , genetically
information .many of these characteristic, are protected by constitution,
state or Local laws. The mere mention of such characteristic during the
recruitment process could be suffice to entangle the recruiter into costly
litigation.
One ought to be careful, just because someone was recruited via social
networking Mode that does not mean they are portraying their true and
fair picture along with skills and backgrounds.HR professionals should
use social media as a source of initial screening tool and not As Final
selection Basis.
MARK SPOGNARDI a PARTNER AT ARNSTEIN & LEHR says
“prudent HR professional are using social media as an initial
screening tool, but still conducting FACE-TO-FACE interviews and
traditional background check,” he further adds “social media are
such new phenomena that we don’t really know breadth of legal
pitfalls”.
But the question is that using social media is how much authentic Lots
of people show the fake information about their education and their
qualification and even their birth date. it also creates case against for
user privacy and may be by using the social media candidate will be the

11. victim of biased decision. Below there is one news about legal Aspect of
using social media in recruitment process.
Lawyers warn HR and recruitment professionals that vetting via
social media could breach data protection.
Moore Blatch, one of the leading employment law specialists, is warning
employers and their head-hunters and recruitment consultants that they
risk breaching anti-discrimination, privacy and data protection laws by
using social media such as LinkedIn, Face book and Twitter to vet
prospective candidates.
As the trend of using social media in the recruitment process continues
to grow, Moore Blatch is urging both employers and recruitment agents
to bear in mind that information gathered about prospective employees
from social networking sites can have repercussions.
Although screening using social media is easy and cost-effective, the
world of social media is still a grey area in legal terms, and it would be
easy for a recruiter to breach the rights of the individual. The three main
areas of concern are:
 It may disadvantage candidates who do not have access to / don’t use,
social media;
 It may invade the candidate’s privacy; and
 It may give rise to possible discrimination.
Moore Blatch is advising that recruiters take a look at the guidelines
produced by the Information Commissioners Office on undertaking
background checks on employees. This includes recommendations that
they inform employees and candidates that background checks will be
made, and that this may include checks on social media.
Paul Whitaker, Partner, Moore Blatch said: “Making judgments about
recruitment based on perceptions derived from social networking sites
may give rise to claims of discrimination or invasion of privacy.

12. Employers should have a policy setting out how managers and HR
professionals should use social media and similarly have contractual
agreements with their recruiters which reflect this.
CONCLUSION
After describing the different aspect of recruitment and social media
now would like to say that although social media have several pros and
cons in recruitment but with the advent of social media, the world of
work and jobs has changed forever. Social media is here to stay and
employers can Gain a significant advantage by adopting hiring methods
that have a social media element. Social media, however, is not for
everyone. There are a number of limitations associated with its use
within a recruitment context. Although, as an employer, some Quick
gains can be achieved; using this method exclusively for Recruitment,
particularly at the executive level, misses out the Relationship building
and the robust selection and assessment of Individuals, which, if
overlooked, undermine the process overall. No one is more aware and
engaged in social media than a Recruitment consultant – the advantages
are obvious. Rather than recognizing social media as a recruitment
solution (where the recruiter becomes obsolete) employers are instead
realizing that they need to work more closely with the experts in order to
get Their hiring right first time not making the mistake of investing a
significant amount of time and resource into social media and not getting
a return on their investment. The social media sites also recognize this,
and new tools are Becoming available all of the time that allow
recruiters and Employers to work together to take advantage of social
Media hiring. There is no doubt that social media has improved the
recruitment Process by making it more open and democratic; increasing
the visible talent pool from which to engage and recruit. Having an
Intimate knowledge.