Use of Social Media in Recruitment and Selection

Published: 2021-07-24 06:40:06
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Category: Education

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Question # 1Describe what organisatons are attempting to do with the selection procedure?Answer With the emergence of social media, big corporations are using the platform of facebook, linkedin to gather information from the applicants[1]. Recent study shows that many corporations are using internet to gather information and for the screening of job applicants.Question # 2According to Iddekinge et al (2013) what are the challenges of using social media, such as facebook as a source of information to predict job performance?AnswerAlthough social media provides a clear insight about the demographics of a person but it gives a very limited insight about the evidence of the intellectual capability of an applicant. Sometimes inaccurate information provided by the applicant on the social media undermines it’s validity.Queston # 3Briefly describle the aim of the research conducted by Iddekinge et al (2013).AnswerThe basic motive of the research conducted by Iddekinge et al (2013) is to understand the role of SM in the recruitment and selection process of the candidates. Although some organizations are using different social media platforms like facebook and linkedin for the purpose of gathering job applicants but results shown that organizations should be very careful while depending on the information provided by the applicant on the social media.Queston # 4Briefly describle how Iddekinge et al (2013) conducted their research.AnswerThey captured facebook profiles of the graduating students who were applying for jobs. Employers analyzed those profiles and identified their KSAOs. Then they compared applicant’s turnover and on the job performance with recruiter ratings.Queston # 5Based on the key findings of Iddekinge et al (2013), what advice would yopu provide the head of HR in organisations regarding the use of social media information.AnswerFindings of the present studies show that there are many doubts regarding the suitability of the information provided by the applicant on the social media. Organsations should not make SM a core source for the collection of applicants data. As sometimes the information provided through SM is not matched with the defined job or the information provided by the applicant is not consistent.End NotesRoth, P. L., Bobko, P., Van Iddekinge, C. H., & Thatcher, J. B. (2013). Social media in employee-selection-related decisions: A research agenda for uncharted territory. Journal of Management,

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