Social recruiting is about sourcing and recruiting candidates with different social media platforms. Businesses as it is efficient and cost effective of hiring employees, this trend is increasing rapidly as new social media platforms being introduced into the web. This paper will discuss the advantages and disadvantages of using social media in recruitment from an applicant and employer point of view. Advantages such as cost effective, speed and efficiency, connection with wide audience and candidates can to apply for jobs easier. Disadvantages such as misleading information, lack of feedback. Social media will be deeply discussed the potential benefits and issues that arise with the use of social media recruitment for employers and applicants.
Firstly social media is being increasing used by both sides, these social media applications such as Facebook, Twitter or LinkedIn are the biggest social media attractions, employers use these applications to get a cost effective, speed and efficiency on hiring talented candidates. Social media offers a cost-effective approach that can give the biggest impact for the money, with social media open online for 24hours it will be faster for the recruitment (Andrews, 2012). Facebook offers healthcare recruiters faster responses compared to other networks, especially field in nursing (Ashok, 2012). With this advantage employer spends small amount of money for sponsor and gain more applicants within limited time, this also reduce the hiring process for human resource managers to have an interview with applicants.
Social media is accessible globally therefore employers can find applicants within a radius of their organisation or close suburbs surrounding their business. Web-based recruitment is able to reach an extremely wide audience (Allen, Mahto & Otondo, 2007). With this social media recruiting organizations will have the ability to select close applicants for their workforce.
With the use of social media for...