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 organization I work for is GCU. They use a strategic mix of online platforms to attract and acquire qualified employees. Their primary tool is the official GCU Careers portal, which offers a streamlined application process and department-specific listings. They also use internal email to let current employees know of new openings to send in referrals across both campus and across the nation for the online platform. Additionally, GCU uses LinkedIn, Indeed, and Glassdoor to broaden visibility. GCU uses a platform called Handshake that targets recent graduates and partners such as school districts and hospitals to post open positions across the nation. Social media platforms such as Instagram and Facebook are also used to highlight employee experiences, showcase campus life, and share open positions.

As a job seeker, social media, especially LinkedIn, offers several benefits. It enables professional branding, networking, and direct communication with recruiters. LinkedIn also supports job-matching algorithms that suggest tailored roles. However, challenges include over saturation of candidates, potential bias in algorithm-based filtering, and the need to constantly maintain and update one’s digital profile.

Employers like GCU face drawbacks when relying solely on online recruitment. “One disadvantage of online recruiting is that it can create a flood of unqualified applicants.” (Dessler ,2023) The number of applicants can overwhelm HR teams, leading to increased time spent on applicant screening. Another challenge is the potential loss of personal touch; online platforms may not fully reflect the interpersonal and cultural aspects of the organization.

To address these issues, employers should combine technology with human judgment. “The employer should supplement online recruiting with employee referrals, targeted ads, and realistic job previews.” (Dessler, 2023) This approach helps allow better alignment between candidates and organizational needs. Additionally, improving the company’s online branding and providing clear, detailed job descriptions can attract more suitable applicants. I think this is something that can be improved in some of the job descriptions in the organization.

References:

Dessler, G. (2023). Human resource management (17th ed.). Pearson/Prentice Hall. ISBN-13: 9780137927395

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