How Online community Is Changing Hr Practices Essay

How Social media Is Changing Hr Procedures


Meadhbh Teegan Long


Word count number: 2048

Just how Social Networking

is usually changing HUMAN RESOURCES practices.

It really is fairly secure to say that the internet has changed the way we all operate each of our personal and business lives. The more current issue is the fact social media has changed the way we all organise the social and professional calendars and the method by which we match with others, both business and non-business. The carrying on growth of social networks such as MySpace, LinkedIn, Fb etc . features significant outcome for business employers. In the ever before advancing data age, social networks have become the latest tool from the HR administrator. But precisely how useful can they really be into a HR director? It is important to make note of that there are a host of different kinds of social networking sites. A few focused for general relationships, others for specific interests and also those which concentrate on the user's specialist persona. To be sure, a professional and private persona may be two different things so this choice of networking sites reflects this kind of. Obviously the web has changed HR techniques substantially in recent years, with the advent of on the web job placing, online screening and recruitment; HR managers now have even more access than ever to candidates. However , the usage of social networks to get recruiting functions is relatively fresh. But this kind of use of great example of such as a means of gaining information regarding a candidate is usually clearly going up. The " profile page” of a consumer of a social network site can be accessed by simply anyone who is a part of the same networking site, susceptible to the privateness and protection settings applied by the user themselves. The utilization of social networks for recruitment uses is now a widely common practice due to its close regards to the act of placing an advertising campaign for a location on the internet. Social networks are actually beginning to develop classified parts for job seekers and task posters. Social networking sites such as LinkedIn are becoming an ever more valuable instrument for companies in finding qualified individuals, and for candidates to display all their credentials to potential business employers. In theory the style is ideal and it seems to work very well. As with anything, there are issues with legitimacy of information provided. Just how reliable and job-relevant the data provided is known as a big challenge which these professional social networks present. The usage of social networking internet site presents a particular problem with respect to testing and collection. Unfortunately, although sites like LinkedIn can give a candidate an opportunity to sell themselves as specialists, networking sites which emphasis more within the social aspect can color a completely distinct picture to employers. The practice of the employer being able to access information about an employee or potential candidate through Facebook, Facebook or myspace etc . is a relatively new actions. The difference is that while a candidate may build their LinkedIn profile to aim at employers, they build their Fb profile to aim at friends and it's this lax frame of mind which can be bad for their possibilities. With more than 400 million active users on Facebook exclusively, employers can now find nearly all young job candidates on Facebook, Bebo, Google As well as or LinkedIn and consider an unfiltered look at the true person behind the curriculum vitae. Between 08 and 2009, the percentage of employers whom research job candidates applying social networking sites rose from 22% to 45% (careerbuilder. com). There are potential pitfalls for employers using social networking sites to screen candidates. It is widely known to HR managers that you cannot, during the interview process, legally ask a candidate about their age, sexual positioning, religion, nationality, health etc . As you are not able to ask these questions and make selecting decisions based upon those shielded classes, you can not then avoid the law by simply finding out that information by going to the applicants profile in various social networking...

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