Impact Of Professional Social Media Platform On Employee Hiring.pdf

This presentation shows the importance of professional social media sites recruitment

1. Impact Of Professional Social Media
Platform On Employee Hiring
Name: Alam Khan
University Roll No: BWU/BBA/19/151
Roll No: 19010305008
Subject Code: BBAD692

2. Abstract
professional social media platforms pays a new way for organizations, and Social
networking sites influenced every field from education to business and even the
hiring of transparency in every field. Hence, in the current study, the role of
professional social media platforms in the recruitment process was explored. finding
of the study highlighted how social networking sites.

3. professional social media platforms pays a new way for organizations, and Social
networking sites influenced every field from education to business and even the hiring
of transparency in every field. Hence, in the current study, the role of professional social
media platforms in the recruitment process was explored. finding of the study
highlighted how social networking sites.

Social media is becoming increasingly popular as a tool for organizations to in HR, social
media is getting popular since the inception of the 2000s. practice of using social media
such as Facebook, LinkedIn, and Twitter for hiring purposes is getting more and more
popular among hiring Social networks such as LinkedIn, Facebook, Twitter, and
conventional job advertising media.
Introduction:

4. Literature Review:
❖Recruitment
Recruitment is an important aspect of talent management, and it is Employers are
thus attempting to solve challenges such as talent attraction, recruiting, and selection
(Holland, Sheehan & Pyman, 2007). Recruitment is not a stand-alone business
activity. Rather, a fundamental success aspect of any people management plan is
finding,attracting, and hiring the proper personnel (Gallardo & Thunnissen, 2016;
Tyagi, 2012)

5. ❖Internet, social media, and recruitment
The tremendous expansion of social media and Internet capacities and
capabilities in recent years has contributed to a slew of new sourcing
opportunities and activities. Several of these include Internet job boards,
and Internet data mining . Web crawlers Flipping is one of the other powers
and capabilities. as well as social networking .

6. ❖Social media
The usage of web-based conversational media among communities of people
who meet online to exchange information, knowledge, and ideas is known as
social media . A vast range of social media sites, including Facebook,
LinkedIn, Instagram, Twitter, and others, are available and well-established.
However, a vast body of past research suggests that Facebook, LinkedIn, and
Twitter are the most often utilized social media sites in the sourcing process .
LinkedIn and Facebook are examples of social networking technologies,
which allow users to share information about themselves, often through an
online profile that they built themselves .

7. ❖Social media and recruitment
According to research, publishing an advertisement in the popular press or on a
company's website has a low likelihood of attracting qualified candidates . The use
of social media platforms in recruitment is gaining traction as the number of users
on social media grows . Recruiters may post job adverts on social networking sites
like LinkedIn, Facebook, and Twitter, allowing a wide range of possible candidates
to quickly access and apply for such opportunities, allowing recruiters to search for
and filter potential job applicants - even those who do not apply .

8. Social Networking Sites & Tools
❖Facebook:
An informal communication administration where clients make individual
profiles include different clients as companions and trade messages,
including programmed warnings when they update their very own profile.
❖Linkedin:
Recruiters say LinkedIn has one of the best success rates of any social
networking platform, according to an international study (Houran, 2017).
In this study, the perceived success of LinkedIn was also confirmed:

9. ❖Twitter:
A well-known smaller-scale blogging administration empowering its clients to send and
peruse openly noticeable messages called tweets. Tweets are content-based presents of
up to 140 characters shown on the user’s profile page. Clients may buy into other users'
“tweets”.
❖Social Media Site / Job posting Website
According to a previous study, publishing an advertisement in popular media or on a
company's website has a low possibility of attracting qualified individuals .
Traditional advertising tactics are still a significant recruitment practice for
recruiters, according to the findings of this study. As one might assume, the first
step for all of the participants after acquiring a new position to recruit a candidate is
to prepare to advertise.

10. Research Gap:
We also believe that it would be advantageous to understand the
ramifications of using PSMs vs job boards, particularly in the context of
recruiting HRM professionals in charge of recruiting and hiring. The
existing literature on the use of PSMs contains contradictory information
and professional employment boards from across the world. In
Germany, firms use LinkedIn to advertise job openings, but in the United
States, companies use Facebook to advertise job openings. Give a broader
picture of the digital world to employers and job seekers Job boards,
PSMs, and even social media sites are all part of the recruiting battlefield.

11. Research
Question:
RQ1. What is the candidate studies’ research profile in terms of journals, countries
of study, international collaborations, and data-analysis techniques?

RQ2. What key trends and findings emerge from the research themes examined in
the reviewed studies?

RQ3. What are the key research gaps identified in the research profile and research
themes?

RQ4. What are the key implications and recommendations for the stakeholders
involved in recruitment via PSMs?

RQ5. What is the role of social media in attracting and hiring talented candidates?

RQ6. What are the motives and risks of using social media in searching for and
acquiring talents?

12. Research
Objective:
The main objective of this paper is to explore/investigate the role of social
effectiveness of each recruitment source in companies in the global It will
investigate sources of recruitment that are appropriate for different levels of
the workforce.

13. Methodology:
We carried out the synthesis of prior literature on PSMs by using the
protocols of recent systematic reviews. The secondary data was
collected from HR personnel in major IT companies in India: Infosys,
Wipro, TCS, HCL, and IBM. For the due purpose, Scopus and
ResearchGate databases have been utilized to search the papers using
the keywords such as social media, social networking sites, and online
recruitment & selection.

14. Analysis and Findings:
The research was done to see which sourcing channel is most typically
employed by most of the top companies when recruiting the right person.
These channels account for 28 percent, 23 percent, and 22 percent of overall
recruiting for these companies, respectively.

15. Sourcing Channels Average
Employee Referral 11%
Campus Recruitment 22%
Advertising 4%
Recruitment agencies/ Consultants 7%
Job sites/ Portals 28%
Company website 5%
Social Media( linkedin/FB/Twitter/Etc) 23%
Total 100%

17. Limitations & Future Scope:
Although we have presented an extensive review of pertinent literature, the
conclusions are limited because the review is qualitative and does not
provide meta-analytic insights, such as effect size. While conducting this
study, it was felt that the findings could reflect a distinct direction and
could give us a more precise picture of the recent and changing trends of
using various sources of recruitment by the different organizations across
the sectors.

18. Conclusion:
Since the inception of PSMs, HRM procedures have shifted substantially. A
state-of-the-art research profile highlights annual publications,
international collaborations, and analytical methodologies used in previous
studies. This technique has aided corporations in finding a suitable talent
pool at a reasonable cost. Although web-based employment sites generate a
large number of applications, not all candidates get reached. Using social
media for job search and recruitment could result in legal complications.

19. THANK YOU