Social media is often described as the panacea of communication and interactivity among the members in the business world. The option by Facebook to classify our friends based on occupation and schools, as well as the various professional applications of LinkedIn, the online reviews on Glassdoor, and the growing use of Twitter job feeds, shows that competition is high and multifaceted. What started as a social trend is currently shaping the future of business performance. This transformation begins with recruiting the most talented human capital. Companies now look for highly qualified recruits, as career seekers are actively using the SNS.
Employers no longer need to use the paid services of an HRM firm for the first stage of the recruitment process. Until now, HR managers and recruiters had to review CVs mailed directly to the company’s offices or posted online on a job board. Then they would have to screen the information and decide from the two- to three-page profile which candidate was to qualify for the next round of the recruiting process. With the use of social networks, jobseekers have already uploaded online their information as well as academic and professional qualifications. Upon hearing from prospective employers, candidates may also submit their response online.
Professional recommendations offer ready access for HRM or colleague review. Also, candidates who are building their online personal and professional profiles can uncover the full identity that will allow them to pursue their dream career. Companies often use storytelling for business to help accomplish these goals.
Employers now look for candidates with extended networks of interest. Profiles enriched with their pictures, friends, thoughts, affiliations, and group memberships stand to perform better. A person’s online profile on LinkedIn offers information in greater depth about his/her professional qualifications than a static piece of paper, and it also provides the recruiter an opportunity to assess a candidate’s social profile in unguarded moments.
Even though SNS are poised to completely take over the hiring process, there are still enough number of candidates who do not have an active presence in social media. So, how can HRM address the needs of those career seekers who are not using new social networks to look for career opportunities? What are the ethical issues raised by the growing demand for people to share their personal thoughts, news, and highlights publicly? In what way does HRM tackle the growing interest of corporates to overly use social media to recruit best candidates to fill vacant positions?