1a) Discuss the different types of social media sites that HR professionals can use as recruitment tools. What are some of the advantages and disadvantages of using these sites?
There are several social media channels that are popular for recruiting these days. Websites such as Facebook, Twitter, LinkedIn, Google+, Monster.com, and Indeed.com are just a few of these platforms. According to Kimball (2016), each kind of e-recruitment is a rising area for HR to locate potential candidates. Additionally, the recruiting procedure on these websites is rather affordable. Social media platforms like Facebook, Twitter, and LinkedIn allow applicant and interviewers to engage in a more two-way fashion, allowing both parties to better prepare and get a broader perspective on one another. This, however, may result in a problem with rapid judgment, which can result in the formation of prejudices and preconceptions. Recruiting using social networking sites has the benefit of broadening employment offers to individuals with diverse backgrounds, which is beneficial for the recruiting company’s diversity. Moreover, because of the increased visibility that organizations with a culture that encourages their employees to share their successes on social media will get from this strategy of recruiting through social media, more people will apply for open positions. The disadvantage of adopting social media as a recruiting tool, on the other hand, is that it would result in an enormous influx of applications, which can be costly to sort out for the hiring company.
1.b) Make a case for which social media site you believe to be most effective to recruit quality candidates. Be sure to include an expert's ideas (with proper citations) to support your argument.
“The world’s biggest professional network on the internet” is what the LinkedIn website claims to be, and it is one of the most effective social networking platforms out there that I feel is most successful at recruiting great prospects (LinkedIn, 2020). It may be used to locate employment opportunities, internships, and to establish or enhance professional contacts. LinkedIn provides benefits for posting and updating resumes, as well as creating a professional profile that may help an interviewer and possible candidate in connecting with opportunities because it highlights candidate’s professional narratives, experiences, skills, and education. Additionally, Kimball (2016) notes that, unlike other online platforms, LinkedIn is only focused on the business environment. Moreover, he notes that LinkedIn enables companies to publish job offers with all descriptions, needed qualifications, skills, and education requirements. Therefore, through this website, companies may contact prospective employees to measure their interest in a job position and users might choose an employer to indicate their interest. LinkedIn has also grown in popularity as a way to research a candidate’s credentials and past employers.
2a) Review some of the examples of metrics included in this week’s reading. How can HRMs use metrics to measure the success of the recruiting and selection processes?
It is important to understand which recruiting methods are successful and which ones need adjustment in order to conduct an effective recruitment process. According to the S H R M H R M e t r i c s article, a data-driven approach to recruiting has a number of benefits, since depending on recruiters’ instincts to make fair and objective hiring decisions is not always to the company’s advantages. The article on S H R M H R M e t r i c s goes on to describe recruitment metrics as a collection of standard measurements used to oversee and optimize the recruiting process. In general, recruiters may utilize these indicators to get useful information into their recruiting process, allowing them to optimize their workflow and overall process. Thus, according to the same article, some human resource metrics that may be used to assess the performance of recruitment and selection procedures are time-to-hire, cost-per-hire, and time-to-productivity,
2b) List 3 metrics that you view as most relevant.
There are several social media channels that are popular for recruiting these days. Websites such as Facebook, Twitter, LinkedIn, Google+, Monster.com, and Indeed.com are just a few of these platforms. According to Kimball (2016), each kind of e-recruitment is a rising area for HR to locate potential candidates. Additionally, the recruiting procedure on these websites is rather affordable. Social media platforms like Facebook, Twitter, and LinkedIn allow applicant and interviewers to engage in a more two-way fashion, allowing both parties to better prepare and get a broader perspective on one another. This, however, may result in a problem with rapid judgment, which can result in the formation of prejudices and preconceptions. Recruiting using social networking sites has the benefit of broadening employment offers to individuals with diverse backgrounds, which is beneficial for the recruiting company’s diversity. Moreover, because of the increased visibility that organizations with a culture that encourages their employees to share their successes on social media will get from this strategy of recruiting through social media, more people will apply for open positions. The disadvantage of adopting social media as a recruiting tool, on the other hand, is that it would result in an enormous influx of applications, which can be costly to sort out for the hiring company.
1.b) Make a case for which social media site you believe to be most effective to recruit quality candidates. Be sure to include an expert's ideas (with proper citations) to support your argument.
“The world’s biggest professional network on the internet” is what the LinkedIn website claims to be, and it is one of the most effective social networking platforms out there that I feel is most successful at recruiting great prospects (LinkedIn, 2020). It may be used to locate employment opportunities, internships, and to establish or enhance professional contacts. LinkedIn provides benefits for posting and updating resumes, as well as creating a professional profile that may help an interviewer and possible candidate in connecting with opportunities because it highlights candidate’s professional narratives, experiences, skills, and education. Additionally, Kimball (2016) notes that, unlike other online platforms, LinkedIn is only focused on the business environment. Moreover, he notes that LinkedIn enables companies to publish job offers with all descriptions, needed qualifications, skills, and education requirements. Therefore, through this website, companies may contact prospective employees to measure their interest in a job position and users might choose an employer to indicate their interest. LinkedIn has also grown in popularity as a way to research a candidate’s credentials and past employers.
2a) Review some of the examples of metrics included in this week’s reading. How can HRMs use metrics to measure the success of the recruiting and selection processes?
It is important to understand which recruiting methods are successful and which ones need adjustment in order to conduct an effective recruitment process. According to the S H R M H R M e t r i c s article, a data-driven approach to recruiting has a number of benefits, since depending on recruiters’ instincts to make fair and objective hiring decisions is not always to the company’s advantages. The article on S H R M H R M e t r i c s goes on to describe recruitment metrics as a collection of standard measurements used to oversee and optimize the recruiting process. In general, recruiters may utilize these indicators to get useful information into their recruiting process, allowing them to optimize their workflow and overall process. Thus, according to the same article, some human resource metrics that may be used to assess the performance of recruitment and selection procedures are time-to-hire, cost-per-hire, and time-to-productivity,
2b) List 3 metrics that you view as most relevant.
Metric 1.
A recruitment statistic such as time-to-hire is an example. Based on Van Vulpen’s (2021) definition, the time-to-hire metric quantifies the time period between an applicant applying for a position and accepting an offer. Thus, recruitment efficiency is a measure of how quickly HR processes an applicant evaluation and position acceptance. In my opinion, a company might evaluate a recruitment process inefficacy based on the length of time to recruit. Indeed, Schneider (2018) on his HR metrics article explains that a lengthy hiring procedure reflects poorly on applicant experience, since candidates may abandon the recruiting process it takes too long to process.
Metric 2.
A second type of metric that HRM may use to determine the performance of their recruitment and selection procedures is the cost-per-hire, which is a metric that indicates the cost of hiring new employees. This also acts as a measure of the recruiting process’s efficiency. Because the cost per employee might be time consuming, both the cost and number will indicate the process’s efficiency. Schneider (2018) proposes that if the external cost is too high, the organization should consider investing in internal recruitment resources instead, hiring an additional recruiter, or reevaluating the methods used to post the job positions.
Metric 3.
The time-to-productivity metric, which measures the average number of days required for a new employee to achieve satisfactory productivity, is calculated “by dividing the number of days between the start date of a new employee and the point at which the employee achieves satisfactory productivity by the number of positions filled” (SHRM HR). This parameter is important in determining the recruiting program’s success as well. Additionally, results may serve as an indicator of the recruiting process’s quality, as well as the selection and management of new employees. Also, this metric is important because it shows how important it is for a company to be productive rather than just have an employee fill in the vacant position.
A recruitment statistic such as time-to-hire is an example. Based on Van Vulpen’s (2021) definition, the time-to-hire metric quantifies the time period between an applicant applying for a position and accepting an offer. Thus, recruitment efficiency is a measure of how quickly HR processes an applicant evaluation and position acceptance. In my opinion, a company might evaluate a recruitment process inefficacy based on the length of time to recruit. Indeed, Schneider (2018) on his HR metrics article explains that a lengthy hiring procedure reflects poorly on applicant experience, since candidates may abandon the recruiting process it takes too long to process.
Metric 2.
A second type of metric that HRM may use to determine the performance of their recruitment and selection procedures is the cost-per-hire, which is a metric that indicates the cost of hiring new employees. This also acts as a measure of the recruiting process’s efficiency. Because the cost per employee might be time consuming, both the cost and number will indicate the process’s efficiency. Schneider (2018) proposes that if the external cost is too high, the organization should consider investing in internal recruitment resources instead, hiring an additional recruiter, or reevaluating the methods used to post the job positions.
Metric 3.
The time-to-productivity metric, which measures the average number of days required for a new employee to achieve satisfactory productivity, is calculated “by dividing the number of days between the start date of a new employee and the point at which the employee achieves satisfactory productivity by the number of positions filled” (SHRM HR). This parameter is important in determining the recruiting program’s success as well. Additionally, results may serve as an indicator of the recruiting process’s quality, as well as the selection and management of new employees. Also, this metric is important because it shows how important it is for a company to be productive rather than just have an employee fill in the vacant position.
