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

Organizations are using a lot of different social platforms to attract different employees. At Penn Medicine, I see them using social media platforms like LInkedIn to post job openings and also to advertise different aspects about the culture of Penn Medicine. Different websites like LinkedIN, Facebook, Twitter, and YouTube can provide a user-friendly interface through the interactions of human and information technology (IT) (Suen, 2018). Other more specific job postings can be seen on job posting such as Indeed that can reach a large audience. We also have a dedicated section of our website that lists job openings and provides specific information about the opportunities. This is helpful to streamline the opportunities when someone comes specifically looking for Penn Medicine.

Social media is a great resource for companies to use for recruitment. It allows companies to advertise for a job, target and create a larger audience, screen potential applicants, look for talent based on specific criteria, and focus on specific skills required for hiring (Rehman et al., 2022). People looking for positions can also find information fast and apply right online. As a candidate, using social media sometimes can have challenges because so many people are using it, that it makes it harder to stand out above the competition. It also can become time consuming to manage social media accounts and work with recruiters.

While social media has many advantages, for companies using social media can also offer too much information that can lead to ethical and legal considerations. Offering too much visibility in profiles or details that companies may be legally prohibited from considering, including gender, race, ethnicity, disabilities, sexual orientation or political views (Wong, 2021).

 

Rehman, S., Ullah, A., Naseem, K., Elahi, A. R., & Erum, H. (2022). Talent acquisition and technology: A step towards sustainable development. Frontiers in Psychology, 13. https://www.frontiersin.org/articles/10.3389/fpsyg.2022.979991/full

Suen H. Y. (2018). How passive job candidates respond to social networking site screening. Comput. Hum. Behav. 85 396–404. 10.1016/j.chb.2018.04.018

Wong, R. (2021, September 1). Stop Screening Job Candidates’ Social Media. Harvard Business Review. https://hbr.org/2021/09/stop-screening-job-candidates-social-media

‌

This question has been answered.

Order Now