The Use of Social Networking Sites in the Hiring Process
Abstract: Global competition continues to demand creativity in terms of how employers acquire human capital thus leading to the question, “How can employers take full advantage of technology in the hiring process”? Social networking sites (SNS) are being explored as an additional tool for recruiting and selecting the best-suited candidates. Even though all types of businesses are attempting to integrate SNS into their hiring process, many still lack understanding on how the candidate experience influences employer brand image as well as the actual benefits and risks or using SNS as part of the recruiting and selection process. By analyzing peer-reviewed journals and other reliable sources the author found many benefits in the recruiting process while also finding SNS used in the selecting process could create significant challenges. Lower cost and time per hired employee, ability to reach a high number of possible applicant, younger generations in particular, and the ability to attract passive job applicants and the inclusion of a supplementary method for employee performance predictions are the most important benefits SNS presents to the overall hiring process. Legal issues, the inability to attract a diverse pool of candidates, the reliability and validity of such platforms, and the overall accuracy of information obtained are some of the risks of the combination of SNS and the hiring process. After examination, the author concludes that SNS should be used in recruiting and selecting of employees but cautions that employers should not rely solely on such platforms. Employers can benefit from the information gained by using SNS, but as processes evolve and challenges arise, employers must be watchful of the possible misuse or illegal use of such information.
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