THE USE OF SOCIAL NETWORKING SITES FOR RECRUITMENT

The use of social networking sites for recruitment

Use of social networking sites for recruitment

Introduction

More and more companies are using social media as a channel for recruitment. The social networking sites provide a permanent source of potential collaborators. The followers of the first hour are to see both a platform for the implementation of employer branding campaigns and a way to communicate the theme of work. The paper covers the increasing trend in employers using social networks for recruitment.

Discussion

Some sites like LinkedIn intelligence tools are very important HR where companies can afford rare profiles. The survey also showed that about 2 out of 10 recruiters hired at least once via social networks (Breaugh, 2008, pp. 118). Since the end of the last century, social networks have captured the full economic and social environment of the company. It can no longer act in the implementation of its overall strategy, policy communication and marketing and HR policy without taking into account its online reputation in social networks. Through these networks, the company is in touch in real time with all its internal and external stakeholders, including its human resources.

If having a website remains paramount, social networks allow companies to get exposure to the job market, expand their visibility and their relations, especially in Morocco the population of users of these networks is increasing day by day. At the end of the first quarter of 2009, the population is estimated at over 6 million people. The most famous social networks like Facebook, Viadeo, LinkedIn and Twitter have 4,000,000, 500,000, 150,000 and 40,000 users respectively (Kim, Jeong and Lee, 2009, pp. 215).

The methods for selecting employees of a company are constantly changing. Gone are the days when employers chose their childhood friends, college or family to fill strategic vacancies within their companies, prioritizing its proximity and affinity, without in the least measure the skills and expertise they had in positions they played. Given this scenario, the results were translated into a loss of leadership, high staff turnover and ultimately bankrupt company.

Currently, modern organizations and their managers are governed by codes of conduct much more professional in order to consolidate the organizational behavior of their companies. With the advancement of new technologies also evolve strategies and sources used by HR professionals to select employees that your company needs to comply with the objectives and ensure the growth of the same (Lievens and Harris, 2003, pp. 131). The area of human resources and, specifically, the area of recruitment play a leading role in the daily activities of an organization and influences directly proportional to productivity because it ultimately is responsible for choosing the appropriate worker to a certain position. Thus, today's professional recruiters are increasingly using more often social networks to locate and capture potential talents according to their professional expertise, even to make calls through them using interest groups were also share professional development topics or ask opinions to solve problems related to their ...