Recasting In The Workplace

Social media is one of the major lines of communication with people due to the advances in techlogly. Social media is the means of communicating from business to personal socializing. Social media can be effective for companies to communicate with stakeholders along with marketing. Marketing thru social media has already been a successful trend among companies, communicating with stakeholders could be more successful with the advances technology . People are glued to their cell phones , tablets and watches through out the day it will become easier and more effective if a stakeholders can communicating with the company anytime and immediate versus having to wait until they reach a computer and check email or company’s blog for updates. How convient is for a stakeholder to log onto Facebook, Twitter, Google , Instagram , Pinterest, and Tumble to see updates from their company and personal friends.Of course companies would’nt intevine on the personal /private interaction the stakeholders hold on these social media sites they will stick to company polices and relations.

In the 21st century the world has become so technologically advanced that businesses now need to take part in social media. Enterprise has begun taking part in this, as they are on Facebook and Twitter. As the case has stated Enterprise is still lacking certain aspects of social media, example an iPhone app and YouTube, but hopefully within the near future they will be able to

The benefit of utilizing social media recruitment is the leverage that this mechanism has over traditional methods of recruitment. The problem with utilizing social media recruitment is that the gathering of candidates from Face books other sites may offer a long list of potential candidates which might prove time consuming. The benefit is the younger demographic will offer a fresh and innovative perspective for a company however; the potential problem is the accusation of ageism might deter experienced candidates as they lack the social knowledge of these sites. While, social media recruitment has the ability to lack the quality of potential candidates due to referrals made through LinkedIn as the candidates’ friends/business associates the overall benefit is that a good employee might yield through the contact. The challenge of traditional methods of recruitment is the vetting and screening process is time consuming. The problem with the traditional method of recruitment includes the time spent on each applicant’s personal qualities versus allowing the internet to sort it out. Overall due to the time, cost, retention, and quality the traditional staffing methods have lessened favor for granting and utilizing web-based solutions to find the primary source for higher-quality candidates. Social media allows both companies and candidates a way to conduct research, market themselves, and create a

Identifying the major that pose a deterrent as to why companies do not embrace social media is comprehensive. In our case study, three distinct issues are raised. Those include low adoption rates by employees, cumbersome features that employees never use, and difficulty to measure the impact that social media has to productivity.

Many different avenues exist that can be utilized in the recruitment process. While traditional methods of recruitment such as newspaper advertisements employee referral programs are still be used, many companies, including Fortune 500 companies, are moving towards more technologically advanced avenues such as career opportunity pages on the company website, online job boards, social media, etc. The way an organization presents itself using any of these avenues is essential to the recruitment process as it is the only opportunity for the organization to attract

According to industry research reports, the role of social media within business organisations can encourage collaboration, strategic agility and potentially improve worker productivity, thus requiring business to consider and define approaches to social media use within their organisations.

A growing hot topic, and cause for concern is the increasing use of social media in the workplace. The landscape for communication has changed, and the line between personal and professional communications has been blurred. How will your employer manage the risks associated with the use of social media and at the same time, gain the benefits that this media form provides? While many employers were initially concerned that employees would use company time and equipment for socializing with friends, they are quickly learning that many social networks can also be used directly for work purposes.

Sites such as LinkedIn helps recruiters in recruiting candidates by expanding the reach of their personal networks, contact candidates directly, and manage an array of talent (Schawbel, 2012). With most people being aware that employers do reference their profile for character check, people do believe that employers have the right to view their information in order to learn about the candidates’ personality and to ensure the person is not a liability (Budden, Elkersh, Vicknair, & Yancey, 2010). In conclusion, employers should be using social media only for job-relevant purposes. Employers should take specific steps

The problem is that utilizing technology based recruiting (including Social Networking Sites and Applicant Tracking Software) for selection of candidates may result in a detrimental fit between employee and organization. When considering organizational fit; “The concept Person-Organization Fit (POF) deals with the congruence between the employee’s own personal values and the values of the organization, according to the employee’s perception” (Farooqui & Nagendra, 2014, p. 123). These limitations could culminate into a poor fit, resulting in diminished job satisfaction as well as poor job performance (Farooqui & Nagendra, 2014). The population that is affected by this problem is Human Resource (HR) management. The research will specifically focus on talent acquisition that will reduce problems through strategic recruitment.

The goal of any business is to be successful. Business’ need to hire personnel that can communicate clearly and effectively. This verbiage is noted in job descriptions for both blue collar and white collar jobs. Furthermore, company recruiters are actively engaged in finding qualified personnel, in a diverse job market. Additionally, jobs and potential employees are in global competition; do to technology, which has brought borders closer. One of the technologies, is social media, an internet based application; in which one can share information, ideas, career interests, etc. Facebook,Google+,Instagram, LinkedIn,

Even though the original intention and many conservative business people still see social media as only intended for connecting friends, it has grown to be an important tool in management of both business and customer information as well as a marketing tool. As a result, social media has been one of the best business innovations in transforming the way business is transacted. Regardless of the conservative lot mentioned above, majority of business leaders have taken up social media as a tool in management of employees, marketing and communication.

Since e-recruitment emerged it has dramatically impacted modern day recruitment methods. Compared to previous traditional approaches, such as word of mouth and headhunters, e-recruitment provides a larger spectrum of opportunities for employers and job seekers. Both The Royal Bank of Scotland (RBS) and The Hongkong and Shanghai Banking Corporation (HSBC) have very similar methods of e-recruitment, each bank operates an internet based resource dedicated to online recruitment which are different in navigation and style but similar in content and purpose. LinkedIn, a networking tool used by both organisations and professionals, is actively used in order to encourage more potential candidates to interact with the businesses. All the aspects regarding the online recruitment method used by RBS and HSBC are vital in attracting suitable applicants, but to what extent has e-recruitment influenced the modern day recruitment process?

The professional recruiting industry is a challenging environment where radical transformations are occurring. New recruiting trends are emerging. Social media is also changing the landscape for hiring managers and human resource departments. With all the changes in the recruitment industry, to prioritize the job candidate by providing job applicants with the information is the most important thing based on their employment history, work experience, and career ambitions (About the Recruiting Industry). According to some sources, the "talent acquisition" or recruiting industry is valued at over 120 billion dollars if all services related to employers and job seekers are taken into consideration (About the Recruiting Industry).

In today’s digital world it is crucial that companies evolve and adjust to the new technologies around them. Competition is stronger than ever, and does not only include the competition amongst consumers, but also the competition amongst job applicants. Traditional recruiting methods are a thing of the past thanks to new technology, and it is not only up to the job applicant but also the company to present themselves as desirable. How an organization conveys themselves to applicants is a part of the new e-recruiting process, and is the most important aspect in generating human capital. Thanks to the internet, the recruiting process has been expedited allowing companies to sift throw applicants at a record speed. E-recruiting and its process is a new innovation to the human resources department, but creates a list of advantages and disadvantages when using the process.

In order to better understand the literature provided and the elements discussed, a general understanding of key terms commonly used in the literature is helpful. The technology being considered falls under the general platform of information and communication technologies. Information and communications technologies include, but are not limited to intranet, team communication platforms, enterprise social media, instant messaging and wikis. Team communication platforms are a relatively new technology, combining various aspects of information communication technologies such as instant messaging and wikis on a social collaboration platform. The primary information and communication technology the targeted companies will consider is an intranet, which is a private network accessible only to an