The impact of social media on recruitment: Are you LinkedIn?

Abstract

Orientation: With many organisations vying for the same talent, it is important to ensure that the correct methods are utilised in identifying and attracting the best talent to an organisation.Research purpose: This research investigates the impact of social media on the recruitment process in South Africa.Motivation for the study: As the competition for qualified talent increases, organisations need to understand where to focus their resources to attract the best talent possible. The use of social media is growing daily and its use in the recruitment process seems to have grown exponentially.Research design, approach and method: The sample comprised 12 recruiters, spanning a wide range of industries in South Africa. Semi-structured interviews were conducted and a thematic analysis was utilised to identify themes and subthemes.Main findings: Despite still utilising some traditional methods of recruiting, South African recruiters follow their international counterparts, with LinkedIn being central to their respective recruitment processes. The use of Twitter and Facebook for recruitment was found to be substantially lower in South Africa than elsewhere. Without following a focused approach, the volume of work that emanates from using social media may overwhelm a recruiter.Practical and managerial implications: Recruiters cannot execute effective recruitment without applying social media tools such as LinkedIn. However, training in the optimal use of social media is essential.Contribution: This study indicates that LinkedIn has a major impact on recruitment in South Africa, but that social media is not a panacea for recruitment issues.

Using Social Media to Advance Community-Based Research

“…Holding meetings to both speak and listen may seem tedious and repetitive at times, but they are important in building partnerships (Goldberg-Freeman et al 2010), especially if community members are co-leaders (Rickenbacker, Brown, and Bilec 2019). Because holding physical meetings is not always logistically possible, social media can help researchers build trust by allowing them to stay electronically connected and responsive (Koch, Gerber, and De Klerk 2018). Social media can allow community members to engage asynchronously with researchers through messaging and replying to posts.…”

Conceptualizations of E-recruitment: A Literature Review and Analysis

“…E-recruitment as a Service a. E-recruitment as a Repository b. E-recruitment as a Medium c. E-recruitment as a Program (E-recruitment as an Implemented Algorithm) E-recruitment is a service to recruitment. It cannot be entrusted to do all that is needed for successful recruitment, therefore it only provides certain functionalities a. E-recruitment provides storage facilities for recruitment data b. E-recruitment is a communications conduit between stakeholders in recruitment c. E-recruitment is a set of precise rules for solving a problem [7,38,39] a. [33,37,40] b.…”

Attitudes toward e-recruitment. An explorative study in Romania

“…The most strategic method of managing human resources is to attract and retain employees within the company. (Koch, Gerber, & de Klerk, 2018) Globalization has determined management to use improved techniques, and the media are an essential source. (Siddiqi & Alam, 2016) At the same time, websites are fundamental in attracting a significant number of applicants.…”