Organizations are using social media to promote their brand by showing why their company is more enjoyable than others in the field. With social media, candidates can see the organization’s culture and its content. This is part of what attracts candidates to seek employment with that organization. It also allows candidates to do their research further if they want to apply with the organization or seek employment elsewhere. In today’s world, a recruiter can access their candidates’ information through social media, changing the ways of screening and recruiting candidates. With easily accessible information, the organization must conduct its screening and avoid discrimination (Human Resources, n.d.). This can help to ensure that organizations comply with privacy and fairness recruiting any candidate.
The pros and cons of today’s hiring methods than more traditional methods are in today’s methods, you can have access to larger numbers of talented candidates, it is cost-effective, and the lack of qualification and misrepresentation are both cons (LaMarco, 2019). Even with the pros and cons, organizations still have to do their due diligence to ensure their selection is right. With clear policies and procedures in place, they can protect organizations from discrimination when they come up. Due to technology growth, some organizations still prefer or mix the older recruiting method, such as job fairs, newspapers, or paper applications, to new ways. They have to find a balance of what works for them.
According to the Society of Human Resource Management, human resource managers in 2025 will still have enough time to focus on employees, building up recruitment and retention, and stay focused on employees (Milligan, 2018). Employees who go above and beyond will continually get recognized for their performances and have the motivation to work fantastically. With the use of social media, recruiters can hire and retain the best candidates with superior technology.
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