Reference no: EM131149161

This is a discussion post question. The question itself will be put on the wall so no need to have a cover page. Initial question needs to be 250 words and classmate's responses need to 150 each.

After reading the two supplementary articles on social media, what do you think about organizations using social media and internet searches when hiring candidates? What considerations do organizations have to make when using social media or internet searches for both recruiting and employee selection? Support your position with research and cite your references in APA style if applicable.

choose two of your classmates' postings that you agree with and add supporting evidence or one or more that you disagree with and explain what you would do differently.

First classmate to respond to: LaTrese

After reading two articles on social media and the hiring process, social media is a good tool to use but should not be the only tool that is utilize in order to search for candidates. Employers also need to be careful when they are using social media to make their selections. Employers need to use other tools to hire people if they are looking for a diverse population, because a there is a low population of certain ethnic groups that utilize social media (Bates). I am not on Facebook, twitter, or any other social media site besides LinkedIn which I recently just joined about two years ago. In order to be fair and gain a wider range of candidates, employers have to find different ways to get their job descriptions out there. According to Veronica C., employers can do the whole process of hiring on social media especially LinkedIn. One person came to the conclusion that before long all recruitment will be done on social media (C.). I am not sure how much I believe that this will happen, even though it has taken over already, considering that fact that everyone is not on social media. Some people do not believe in it, while other do not have access to internet or a library pass to take apart of it.

Business have to be careful when looking on social media for candidates because it supplies so much more than regular applications. Some of the media have pictures which displays sex and race, some people post religious dominations, as well as the good, bad, and the ugly (Bates). This information can be used as a negligent to hire because ugly tendencies can be viewed on social media, as well as a lawsuit because they were not hired due to their social media page (Bates). If social media is used, extra cautious has to be taken in order to not discriminate against anyone due to something they may have posted on social media.

Bates, S. (2013). Use social media smartly when hiring. SHRM. Retrieved from
https://www.shrm.org/ResourcesAndTools/hr-topics/technology/Pages/Be-Smart-When-Using-

Social-Media-For-Hiring.aspx

C. V. (2011). Employee recruitment and selection in the age of social media. Experience. Retrieved from
https://www.experience.com/entry-level-jobs/employers/employee-recruitment-and-selection-
in-the-age-of-social-media/

Second classmate to respond to: Rodney

Very good subject especially with the popularity of social media in our world today. I actually love social media especially Facebook, and i say if it does not harm anyone go for it. I use social media when advertising my wedding/event planning service to let potential clients and my friends know about my business. " Years ago, companies and human resources departments relied on background checks and references to vet candidates ( How to recruit employees using social media, 2014). " Social media allows employers to seek out, communicate with and get a feel for candidates they are considering hiring (How to recruit employees using social media, 2014). " But social media has an added benefit, too: information gleaned from social media often gives employers deeper insight into the character and personality of an employee" (How to recruit employees using social media, 2014). Six best practices to ensure that the process is effective: 1. target your recruitment to job seekers, 2. consider your word choice, 3. don't just focus on ads, 4. track results, 5. be creative, 6. use social to vet candidates (How to recruit employees using social media, 2014). But at the same time this could be a bad thing because jobs stress management and crew should never be friends on these sites because some things revealed may cause termination from jobs. So many managers have seen posts on Facebook that pretty much forces them to take disciplinary action against the associate. So management has to be very careful using social media, its a great idea for recruitment, but can also be a bad thing at the same time. REFERENCES: How to recruit employees using social media, 2014.