Introduction
E-Recruiting
The Internet has become primary means for many employers to search for job candidates and for applicants to look for jobs. Employers use a strategy called E-Recruiting in which jobs are marketed through internet job boards, professional/career websites, and employer websites. An example of an internet board is Monster which allows for employers to post jobs that have become available and users to log on and apply for positions there interested in. Employer websites also play a large role in E-Recruiting because applicants area able to gain knowledge about the company, view availible jobs & submit a resume. Professional/ Career Websites are one of my favorite tools for finding jobs. For example, OU Career Link within Oakland University allows for students to post a resume on the schools database along with status until graduation. Employers can then log on and view my resume then reach out if there interested in a potential interview. I can also see jobs that are available whether it be an internship or full time position and submit a resume to that specific company.
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| Popular social media website Twitter |
As social networking continues to advance new social media websites are being developed in order to connect business professionals and make it easier to apply for a postion.
"No longer does a job seeker have to apply to dozens of jobs and worry about not hearing back" (Quast, Lisa. Forbes)
LinkedIn, Facebook & Twitter contribute to this idea providing individuals and listing there positions and what company there currently working for. This makes it easier for applicants because once you have connected with the individuals you already know the door is opened to a wide range of new contacts. Personally, the social media website that benefits me the most as far as networking is LinkedIn. The reason for this being I am able to create a personal profile dedicated to listing the college I have attended, previous skills, and past employers. This allows my profile to show up in different employers recruiting efforts and reach out if they think I'm the next employee. I can also connect with individuals of business that I may be interested in working for in the future.
Employers using the Internet to Recruit
To fully understand the internet recruiting process its important to know how employers are taking advantage of the internet and using using it to recruit.
"Because the desired opportunities rarely exist on job boards, and job seekers are participating in communities all over the web (sites like GitHub for engineering talent, for example), social media can become a fascinating place for employers to find talent that they may not be able to find otherwise" (Quast, Lisa. Forbes)
Three strategies that employers are using are Internet Blogs, E-Video, & Twitter. One company that focuses on Blogging to recruit employees is Apple. Blogs allow companies such as Apple to post inquiries about positions and situations in which people can comment on them and give there opinion. People that comment may have the opportunity to apply for job later if the company agrees with there comment. E-Video is becoming more and more popular and companies are taking advantage of its growth. Companies can now use videos to create company profiles and provide examples of projects they have completed. Since Twitter was released in July, 2006 many companies have been promoting jobs through tweets. Users who follow these employers and read the tweets can then click there link to company website and apply for a position.
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| Nike is one of the most recognized brands in the world |
Social networking through websites can also help to build a brand that grabs the attention of potential applicants and enhances recruiting. Sending out tweets, posting new comments on your wall, or promoting recent accomplishments the company will ultimately make your company one that people strive to work for. Companies such as Google, Red Bull, and Nike all come to mind when I think of companies that brand well through social media. These companies create a bonds between the user and company by informing people of new changes within the company, using informational post, posting pictures on social media sites, or even using YouTube to post videos of production and what the company is all about.
Your the Human Resource Manager
Perhaps, one day your thinking about starting your own business or will be put into a position in which you will be the one in charge of recruiting employees. Here are some key things to know...
Advantages of Internet Recruiting
- Internet recruiting is cost efficient
- Social Media provides a large pool of applicants
- Information can be easily gained about companies
- Time can be saved using Social Networking
Disadvantages of Internet Recruiting
- Employers receive more online posting
- Resume reviewing can take more time
- Enhanced amount of emails, blogs, questions
- Additional software may enhance cost
Getting Involved in the Social Network Craze
As an applicant its important to get involved with Social Networking. Starting with posting you resume on professional/career websites. Optimizing, your current resources is beneficial because it saves time and employers will have access to information when looking for new employees. Create profiles that will enhance networking in the business professional field. Always remember employers will review you personally based on these profiles so keep it business professional. The next step is to begin reaching out to individuals and business you find important to your career and could get you to where you want to be as a business professional. Once connected with these individuals, do your research on company websites making sure you know all about the company before you apply. Lastly, submit your resume and inform the connection of that employer that you have applied for the position. This will enhance your chances of getting an interview and getting the job. The Social Networking is there its your job to make the connections happen!
DeMers, Jayson. "The Top 7 Social Media Marketing Trends That Will Dominate 2014." Forbes. Forbes Magazine, 24 Sept. 2013. Web. 06 Nov. 2013.
Ellison, Nicole B. "Social network sites: Definition, history, and scholarship." Journal of Computer‐Mediated Communication 13.1 (2007): 210-230.
Mathis, Robert L., and John H. Jackson. Human Resource Managment. 13th ed. Mason: Joseph Sabatino, 2011. Print.
Quast, Lisa. "Recruiting, Reinvented: How Companies Are Using Social Media In The Hiring Process." Forbes. Forbes Magazine, 21 May 2012. Web. 06 Nov. 2013.
Snow, David A., Louis A. Zurcher Jr, and Sheldon Ekland-Olson. "Social networks and social movements: A microstructural approach to differential recruitment." American sociological review (1980): 787-801.
