HRM 635 Topic 2 DQ 1

As technology continues to advance, organizations are using social media and online platforms to attract and acquire eligible employees. What methods and specific websites are currently being used in your organization to attract and acquire potential employees online? As a job seeker, reflect on the benefits and challenges of using social media platforms, such as LinkedIn, for finding employment. What are the drawbacks that an employer faces when using websites to attract future employees for positions and how can these drawbacks be reduced?

Solution

The digital transformation of recruiting has significantly changed how firms attract, acquire, and retain talent in today’s competitive employment market. My employer uses a variety of successful tactics like referrals and internet platforms to identify new workers, including LinkedIn, Indeed, and ZipRecruiter. Suites like LinkedIn, X, Indeed and others, enable organizations to communicate with potential recruits by demonstrating their company culture and values on their webpages and microsites (Zide et al., 2014), which serves as important recruitment tools, allowing for direct applications and prospect screening. LinkedIn and Indeed improve job seekers’ networking chances, professional relationships, and recruiter awareness.  Job seekers with well-managed profile increase job market exposure, enables focused searches, and grants access to employer data.  LinkedIn’s enormous employment database and search criteria make it easy to find job opportunities in a variety of industries and geographical areas. Caroline Castrillon (2025) discusses the difficulties encountered by job seekers utilizing online networks, such as the impersonal and competitive environment, automated resume screening, and confusing application processes.  Candidates may be subjected to premium subscription fees and must devote substantial time to developing resumes and profiles, which can extend the job hunt and lead to discontent.  The impersonal nature of internet communication makes it impossible to assess corporate culture fit, interpersonal rapport, and experience requirements, restricting new graduates’ competitiveness.

Online hiring poses issues for organizations, including a huge number of inexperienced applicants, which stresses HR personnel and necessitates considerable screening procedures.  Additionally, communication talents, values, and interpersonal skills are difficult to quantify with just a written CV, resulting in poor applicant selections.  The possibility of impersonation reduces firms’ capacity to analyze applicant fit or company culture alignment early in the hiring process as well as strong competition in saturated markets which requires businesses to spend more for visibility through paid promotion. To mitigate drawbacks, companies should consider utilizing mobile-friendly employment portals, integrating online recruitment with in-person interviews, and establishing strong company branding on social media.  Use recruitment analytics to assess platform performance, increase job placement rates, and make data-driven hiring decisions.  These strategies try to strike a balance between efficiency and efficacy in recruiting, enhancing employer and job seeker satisfaction.

Reference.

Zide, J., Elman, B. and Shahani-Denning, C. (2014), “LinkedIn and recruitment: how profiles differ across occupations”, Employee Relations, Vol. 36 No. 5, pp. 583-604. https://doi.org/10.1108/ER-07-2013-0086

Caroline Castrillon. (2025). Top 5 Challenges Job Seekers Face (And How To Conquer Them). https://www.forbes.com/sites/carolinecastrillon/2025/03/30/how-to-overcome-the-top-challenges-faced-by-job-seekers/

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