Social Networking Sites and Graduate Recruitment: Sharing Online Activities?

Social Networking Sites and Graduate Recruitment: Sharing Online Activities? Debdeep Paul * , Kusum Lata** * debdeepp. iem. [email protected] com , ISM Dhanbad , Department of Management Studies ** kusuml. iem. [email protected] com , ISM Dhanbad , Department of Management Studies Abstract The increasing impact of social networking sites in communication and socializing worldwide brings attention to how they affect recruitment processes of graduates in organizations. Many employers are now searching for graduates’ data to complement their assessment of job candidates and hiring decisions.

While this still is not developed as a common practice by (HR) practitioners and recruiters, existing research remains underdeveloped from the perspective of graduates’ use of such sites. In this paper we analyze key impacts of cyber personal data of social networking sites for students and graduates’ job opportunities. We use a combination of activity theory and interpretive analysis of data we obtain from graduates participation in several popular social networking sites, which enables us to ascertain more clearly the role that sites could play in recruitment.

Findings from graduates’ experiences indicate that such sites have been used by a large proportion of them and with a variety of purposes. Graduates use these sites to post their cyber personal data to reflect their daily lives, with no little or no regard for the content and its potential effects on employers. This leads us to suggest the importance for graduates to project an adequate perspective of their daily activity to potential employers on social networking sites and for further clarification on how they can become a common reference for both employers and graduates.

Keywords: Social Networking Sites, Recruitment, Cyber-Personal Data, Activity Theory. Introduction The increasing use of technologies like the Internet has pervaded many aspects of life. Nowadays, people are fond of communicating and interacting through online sites to have different, interesting and worldwide experiences. These websites now store large volumes of data of their users. This suggests that individuals’ data could now be made available online to anyone accessing it.

The impact of such data in areas like employee selection and recruitment has not been fully understood or managed by companies, and both recruiters and recruited could post or access data for different purposes. Companies might be using social networking sites to verify information provided by candidates through other means (CVs, interviews). How will a person’s data affect his/her future job prospects? How could different uses of the same data be reconciled for the benefit of both companies and candidates? In this paper we investigate the impact of social networking sites data in activities of recruitment.

Role of Internet in HRM Of late, there have been countless transactions through a technology– called Internet. It has revolutionized the day-to. day functioning of organizations; Human Resource Management (HRM) is no exception to it. Given the dynamic nature of HRM in organizations driven by technology, where it is no longer just a single unit but a group of HR discipline plans, processes, product and services its own entity and managing such an enormous range of service is not possible without the help of Internet.

It systematically integrates the multifaceted HR department and helps in the overall effectiveness and efficiency of HR function. HR Portals enable delivering HR works in a secure and confidential way and can be used with the ease of ‘click of the mouse’ giving access to a range of organizational-, text and graphs. It has changed the way HRM function used to be managed. It helps managers to scrutinize the employee records and access policies and procedures, gather information related to employee problems, rate the employees and inform employees about their salary increases, etc.

It improves the efficiency of delivery of HR services, shortens the process steps, and simplifies approvals and forms, speeds up and streamlines the workflow, reducing administration coats and offering more time for the manager to become strategic. HR portals offers wide range of services for the managers which include compensation, performance management, staff and recruitment, time and attendance, and training and development. HR portals help the employees to sign themselves up for annual benefits programs, training programs, enquiring about job postings and growth opportunities, tax plans, payroll deductions, etc.

Employees are empowered to modify portions of the database like change in marital status, change of address, etc. Apart from the above, the entire recruitment method is undergoing a virtual change as more self-service systems are being installed on both the supply side for applicants and demand side of the managers using the Internet. Organizations can access thousands of resumes worldwide in search of talent. Most routine tasks of filling up the forms have been automated. HR functions are the most data-intensive in organizations.

HR professionals should be more computer literate to take advantage of and benefit the organization. Automating HR processes using Internet not only boosts employee satisfaction and morale but also leads to an overall increase in the productivity of the HRM function. Recent Trends of Recruitment OUTSOURCING Outsourcing has become a new buzz word for many corporate organizations, as it provides a firm the skilled Labour by adding value (or an organization. Basically Outsourcing is contracting with an- other company or person to do a particular function.

Cost-cutting is considered to be one of the most important reasons for the growth of the outsourcing industry. Organizations are utilizing every possible opportunity to reduce overheads in order to achieve a better bottom line. For example, Satyam (Now Tech Mahindra) a leading global business company, which delivers outsourcing solutions to clients through functional expertise and leading technological practices, helps the clients add value to the business. POACHING/RAIDING The term poaching is used by recruiters to recruit employees of any other company.

At present the latest mantra being adapted by many organizations is “buying talent” rather than developing it. The term poaching/raiding entails employing a capable and an experienced person who has already worked in a reputed Company or in a different organization. E-RECRUITMENT The E-recruitment is a new trend that has been followed by many organizations as a source of medium towards recruitment. E-recruitment facilitates many corporate organizations to accelerate the mode of recruitment process via online. Many job websites like www. naukri. com, www. monster. com, www. timesJobs. om etc. , advertise their requirements for prospective employees through these web-based tools. The job-seekers post their curriculum vitae, i. e. , CV, on World Wide Web, where organization that requires employees shortlists the best candidates and then the company initiates the overall recruitment process. SOCIAL NETWORKING One of the best forms of advertising is through word of mouth as it creates a line of communication between like-minded people. It is basically done through user-genera ted content, via Hogs, discussion groups, social networking and business Community.

The clients and job-seekers have a direct line of communication. Blogs and podcasts act as a medium between recruitment agencies. Some of the popular social networking sites are MySpace, Orkut, My Yahoo, iGoogle and Facebook. For example, the rise of social networking cannot be ignored, particularly amongst the younger generations in society. Cadbury Schweppes, one of the major FMCG Companies, has launched an innovative new graduate recruitment scheme using an online chat room which allows potential graduate employees to chat with the company’s present graduate staff.

Firstly, any graduate recruitment scheme which has the confidence to allow new prospects to quiz people who have already made the move is dearly convinced that it’s career offering is good enough to stand tip to scrutiny. DATA ANAYLYSIS I have made a survey on sample of 30 Students of Indian School of Mines , Dhanbad. Basically Taking responded from three category of students residing at ISM Dhanbad i. e. Students of Undergraduate, Masters & Research Scholars in a same ratio to get a fair result.

For the purpose of analysis and discussion, the survey responses below are divided into four categories: •Logistics •Content •Motivations •Measurement The data labels in the charts represent the number of responses per question. Included with each chart is the number of responses for the survey question. Since this is an exploratory study, results are not intended to be statistically valid and should serve as a starting point for future research and to promote discussions within the international higher education community. ?LOGISTICS

Questions in the Logistics section were intended to gain perspective on how Indian School of Mines higher education staff is using social media, and to identify the tools and responsibilities inherent in its use. I have surveyed The majority of responses overwhelmingly indicated Facebook as the preferred outreach tool, with Orkut also preferred by one-fourth of the respondents, in line with the popularity of Orkut and Facebook use twitter& youtube. When respondents were asked how much time is spent using social media for outreach activities, responses varied greatly.

Thirteen respondents indicated that social media activities take about 3-5 Hrs. a day in weekends, While Eight respondents indicated that social media activities take about 5-7 Hrs. a day in weekends, followed by Five & four respondent indicated that social media activities take about 7 Hrs. & above and 1-3 Hrs. a day in weekends respectively. ?CONTENT To engage online communities, students using social media have multiple communications tools. They share relevant information on blogs, informational videos, pictures of university life, and speak in real time through video chat with interested students. MOTIVATION As higher education settles into using social media tools, there is a need to understand why institutions are using them. Respondents were asked the reasons why they use social media for international recruiting and about the perceived benefits and drawbacks of their use. Interestingly, respondents indicated that social media offers a more cost-effective recruiting strategy. Compared to traditional methods such as international travel, print and online advertising, social media tools are more cost-effective in international outreach and recruiting.

More respondents chose this motivation over extending their brand or driving traffic to their website. ?MEASUREMENT While it is clear university staffs are using social media, many of those surveyed are unclear on how to measure the results of social media use. However, this is a challenge for all social media users across industries. This finding is reflected in the responses to measurement questions in this section. When asked if an institutional presence on social networking sites resulted in increased student enrolment, the majority of respondents indicated that it was too early to tell.

However, twelve respondent indicated they were not measuring results and five indicated there is an increase but not so significant or difficult to attribute solely to social media use. How a Company Can Use Social networking Sites for Recruitment ? Company should analyse the Market and should open an account in any of the popular social networking sites like facebook, Twitter Etc. ?Company should track down potential candidates. ?Efforts should he made to draw and engage candidates in productive dialog or deliberation. ?Company should part with new development with the candidates out there in any of the social networking sites.

This is the best way to build and strengthen the employer brand. ? Company should post job openings on its chosen social networking account. There is a small hitch here. The company cannot post the complete job description on its Twitter or Facebook account as the number of characters is limited to 140. To work around this problem, the company may use Orkut or complete job description can be uploaded on company website and add its link can be put up on Twitter or facebook. This will make things much easier for candidates as they can visit the website and upload their CVs.

Company can later call the candidates and get desired details. Why companies are hitching on to social networking for their hiring process. If the company sets its sights on getting the top-notch talent, its underlying objective is to put in places pull strategy for hiring. That is, company wants to ensnare talent even if it is not actively scouring around for them. This stands in stark contrast to what legions of organization practice today. Organizations would prefer waiting endlessly for a vacancy to occur and then push ‘aggressive’ advertisements in hosts of medium in a bid to woo and attract the people.

This may seem quite easiest thing to do, but it is not. It entails a good deal of planning. The company will have to do sufficient spadework lest it will be seen as a company hiring in perpetuity. In spite of that, companies do agree with the fact that Social Networking Sites as a source of recruiting has become irresistibly attractive for hiring talent. The reasons are not far to seek. Social Networking Sites has Got an Unbelievable Reach It doesn’t matter a wee bit if both the employer and the employees are geographically dispersed, what matters is, both of them should be seamlessly connected via Internet.

When a company posts some new updates on their website, millions of people are going to watch it. Same is the case with job hunters seeking job online. The communication is happening at a breathtakingly faster pace on the Social Networking Sites. The message (Or job openings) beamed through Social Networking Sites is accessible to applicants via any conceivable media. Be it the internet, telephone, mobiles, dashboards or desktop applications, tweaks are easily available or accessible. Social Networking Sites are Inexpensive Head honchos use Social Networking Sites as a recruiting medium for sheer cost effectiveness that it offers.

They need to spend precious little to create a groundswell of awareness vis-a-vis its employer brand or job listings. Because of these reasons head hunters are putting up their advertisement in Social Networking Sites, unmindful of the results it may bring in its wake. Social Networking Sites can Help Build and Bolster the Company’s Brand Companies should endeavour to give a good account of it in a rather honest and transparent manner. They should assiduously build up their professional image insofar as it can strengthen the company’s brand and image. Social Networking Sites Assures Good Return on Time

An effective head hunter who knows his/her job will have to constantly be in touch with top notch talent. They need to constantly call candidates, send c-mails and SMSes to them in the hope of inducting them into the company. With Social Networking Sites in place, head hunters can be quite sure of making lesser number of calls or sending few c-mails. Social Networking Sites Assures Good Return on Investment Many companies join job boards and advertise their requirement without having a faintest idea about whether it delivers or generates enough hires.

Companies pump in oodles of money without commensurate returns. Social Networking Sites, on the other hand, can do wonders. If the HR department sets aside few minutes every day and tweets regularly, it can ensure good return on investment with few candidates in their kitty. In the fullness of time, the HR department would have hired good number of people via Social Networking Sites. How companies are taking advantage of Social Networking Sites for verification matter It is quite interesting to note that Social Networking Sites is also increasingly being seen as an investigation tool by head hunters.

According to a survey commissioned amongst hirers who use Social Networking Sites for the purpose of hiring, 30-40% of the job seekers lost their job when companies discovered tweets that shed enough light on drinking and doping activities of the employees. If the recruiter stumbles upon tweets by candidates that are laced with foul language or double entendre, or shows any vices, then those candidates are not recruited. It has become imperative for job aspirants to keep their Social Networking Sites account spic and span.

Social Networking Sites is not ideally a suitable platform to reveal one’s beastly side. The survey also points to the fact that few of the candidates made it through Social Networking Sites because of the reason that they had by far the most impressive profile. Besides, a company uses Social Networking Sites to ascertain the communication process of the candidature and his/her adoptive flexibility towards the work culture. It is pertinent to note here that Social Networking Sites is as good as a public or workplace where one needs to exhibit the best of behaviour.

There is no gainsaying the fact that Social Networking Sites is cool and fun stuff, but companies also use them to mobilize background information about job aspirants. One can ill- afford to stay away from Social Networking Sites as many people may criticize or dub a person as techno illiterate if one doesn’t know how to tweet. Prospective Candidate will have lobe on Social Networking Sites to Hire them Companies or HR managers can hire any prospective candidates for the job openings only if they are present and active on Social Networking Sites.

Social Networking Sites is Like a Public Place Prospective candidates active on Social Networking Sites will have to keep their wild side on tighter leash. They need to keep it clean and decent. Social Networking Sites is like a public place where one should know how to behave. Any hint of indiscretion on the part of the candidates can harm their candidature It is not that one should not have riotous fun on Social Networking Sites, but head hunters raid Social Networking Sites to get a dope on the candidates.

How can Social Networking Sites be Hardwired into Recruiters Hiring Plan From the employer’s stand point, the biggest benefit the social networking sites confers upon the company is that it is not swamped with stack of resume. Another advantage is, candidates who care to respond to job tweets have good exposure to social media skills. Primarily, this is one reason why companies use tweets to ensnare them into their fold. The positive spin-off in using Social Networking Sites as a recruitment tool is many, if company takes enough care to target professionals with razor-precision focus, If the head hunters are intent on using Social

Networking Sites as a part of their hiring plans, they may have to mull over the following aspects. Company should Put Some Extra Fizz in Designing the Homepage Company should put in substantial amount of time, money and effort to design its homepage. In many ways than one, the homepage poignantly captures everything the company stands for. People who visit the homepage should get a sense of the company at a glance. Such experiences will also further calcify and strengthen the brand image of the company.

Company Should Develop a Branded Company Prolile on Social Networking Sites Company should designate an individual or automate tweets in order to post jobs as and when it is up for grabs. The designated person should keep tabs on professionals who could be a presumptive candidate for the company. The person designated should manage the Social Networking Sites account and forge relationship with the followers. Company Should Make Sure that Its Profile Embeds URL Company will have to make it absolutely sure that compelling profile created on the homepages carry an URL with it.

A discerning candidate may want to gather information about the company and its chequered history before making an informed decision. CONCLUSION Hiring through Social Networking Sites is still in its infancy. The world over, Companies are recruiting people through Social Networking Sites. They are increasingly finding it easier to post a job opening in Social Networking Sites and let the entire world know about it. In the conceivable future, we may see a growing number of job seekers trying to find a job through Social Networking Sites.

Job boards are not going to vanish into thin air with the onset of Social Networking Sites. In fact, Social Networking Sites and job boards can merrily coexist with each other. In the foreseeable future, job boards can be dovetailed with Social Networking Sites bringing out a skill centric channel. Any posting on the job boards should he done along with cross-posting in Social Networking Sites. In doing so, link should be provided. In effect, Social Networking Sites can be a perfect oil for job boards and can generate immense traffic and responses. ?

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