Social media/networking as a form of recruitment method
Social media has nowadays been used widely as a tool for recruitment. It is considered as one of the preferred options for recruitment by most of the organizations. Websites such as LinkedIn and Twitter have a network of professionals across the world.
Advantages
- With social media, organizations can recruit a highly qualified and talented workforce. This is because today, the majority of people are on social media, which means that they are tech-savvy. This is an essential requirement for a job in the market. Such candidates are likely to know emerging trends as well.
- Using social media for recruitment is a cost-effective method as social platforms are free of cost for advertising required jobs. So, job visibility, as well as candidate visibility, becomes easier. Also, it also a platform to raise brand awareness.
Disadvantages:
- Social media might involve a lot of fraud or scam in which candidates can land. These may extract personal information from people and make fake promises to recruit them. The hackers also perform identity and data theft.
- Social media might get negative comments from rejected candidates. This is because a large number of candidates’ rejections are to be made. This might result in negative feedback and image of the company, among others, in public.
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2.Other recruitment methods and appropriateness to use them
Organizations use both internal and external processes of recruiting new candidates. Internal recruitment involves hiring employees from within the organization itself. This method is adopted by companies when they have to carry promotions, internal transfers, and succession planning. For example, candidates working for a long time on one profile can be transferred to work on another profile and even promoted to a higher level.
External recruitment is done when the company is aspiring to appoint new talent from among a vast number of candidates outside the organization. For this, posting of job profile is done by companies on a large scale. This method is costly than internal recruitment and brings diversity within the company.
3.Different Selection Methods, and when it is Appropriate to Use these Selection Methods
Methods of Selection
Description
Appropriate Use
Interviews
This involves interaction and questioning candidates by a single interview or a panel of interviewers. This includes testing the candidate personally.
This is the most popular method which is used when proper analysis of candidate is required. Also, one to one interaction with the candidate helps in gaining more information about the candidate.
Ability and aptitude tests
This test involves examining a candidate on various grounds such as general knowledge, numerical aptitude, and verbal ability
This is used when a large number of candidates are required for a similar profile that requires verbal, mathematical as well as general knowledge.
References
This method involves hiring employees based on some known recommendations. In this ex and current, employees are being contacted to verify information given by the candidate.
This method is mainly used for hiring people at senior positions.