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?
The major social media sites that are used as recruitment tools are LinkedIn, Facebook and professional sites like SHRM Connect (SHRM, 2017). LinkedIn is the best as it a professional platform. These tools have many benefits that include; low cost, faster rate, wide geographical reach that guarantees diversity and large pool of potential employees. But, on the other hand, use of social media as a recruitment tool has a number of drawbacks. One, it may attract many applications to an extent screening all of them becomes a challenge. Two, the tool may discriminate protected groups if it targets a specific location. Three, the tool can be compromised due to existence of pseudo accounts. Also, potential employees may not be sharing about their skills (Villeda, 2019).
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.
LinkedIn is the social media site I believe is best for recruiting quality candidates. This is because the platform is mainly of professionals. On this platform experts, share their knowledge on a given field. This can help recruiters identify the skills they want as it is possible to know who possesses which skills. But, there are potential employees who may not be sharing about their skills due to busy schedules. The Platform has OpenToWork section. This can help recruiters know who is ready for engagement. The Experience description is another strength of LinkedIn. A recruiting firm is able to know the past of an applicant and gauge the future performance. On the other hand, a recruiter can build own brand profile. This can help in attracting individuals with skills that the firm may be in need of (Forbes Coaches Council, 2021).
Question 2: HR Metrics
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?
HR metrics are measures of operation that are used to find out how efficient, impactful and effective HR practices are in a given organization (SHRM, 2017). This includes; one, Time to Start. This measures the average number of days taken to fill an open position by both internal and external hiring. The more the number the less efficient the HR practices. But, does this mean an organization to carry out the recruitment in a hurry? What if the number of days taken are very few and a wrong employee is hired?
Cost Per Hire, this metric measures the average amount of funds spent to hire externally. This takes into consideration all the expenses incurred. For example, advertising, onboarding costs, staffing department expenses among other expenses. A lower cost per hire gives the firm a competitive advantage (SHRM, 2016). Cost Per Hire can be reduced by using recruitment tools that are less expensive.
Offer Decline Rate, this measures percentage of job offers that an organization extends but are declined. This metric is important as it can help an organization know how competitive it is, whether its compensation is attractive among other things. If an offer is declined it means the recruitment process will start over again. This implies Time to Start and Cost Per Hire will increase. This rate if makes HR waste company resources. This rate can be reduced by thorough screening of applicants. For instance, applicants who are engaged by other firms are likely to decline if the job on offer is not well compensated compared to their current benefits (SHRM, 2016).
2b) List 3 metrics that you view as most relevant. Explain your opinions about each metric separately. Be sure to include an expert's ideas (with proper citations) to support your argument.
1. Accidents (Totals and Averages). This measures the number of accidents occurring in an organization. It is a measure of how safe a workplace is. If the workplace is not safe then more accidents are prone to occur. This can make an organization to spend billions of dollars in compensating employees or catering for their medical expenses (SHRM, 2016).
2. Successor and High Potential Retention. This metric measures the rate an organization is able to retain employees who can be successors and those identified as having potential for being successors. If the rate is too low, then it means, in case of occurrence of an unexpected event or resignation of key employees, the firm may be in standstill. In extreme cases the organization can collapse due to lack of employees with required knowledge (SHRM, 2016).
3. Promotion Rate. This metric measures the rate at which employees are promoted. This metric is important since it can impact employee productivity and organizational commitment. If employees are not promoted, then the turnover rate will be high. The measure can also be used to know whether the organization has career growth plans (SHRM, 2016).
The major social media sites that are used as recruitment tools are LinkedIn, Facebook and professional sites like SHRM Connect (SHRM, 2017). LinkedIn is the best as it a professional platform. These tools have many benefits that include; low cost, faster rate, wide geographical reach that guarantees diversity and large pool of potential employees. But, on the other hand, use of social media as a recruitment tool has a number of drawbacks. One, it may attract many applications to an extent screening all of them becomes a challenge. Two, the tool may discriminate protected groups if it targets a specific location. Three, the tool can be compromised due to existence of pseudo accounts. Also, potential employees may not be sharing about their skills (Villeda, 2019).
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.
LinkedIn is the social media site I believe is best for recruiting quality candidates. This is because the platform is mainly of professionals. On this platform experts, share their knowledge on a given field. This can help recruiters identify the skills they want as it is possible to know who possesses which skills. But, there are potential employees who may not be sharing about their skills due to busy schedules. The Platform has OpenToWork section. This can help recruiters know who is ready for engagement. The Experience description is another strength of LinkedIn. A recruiting firm is able to know the past of an applicant and gauge the future performance. On the other hand, a recruiter can build own brand profile. This can help in attracting individuals with skills that the firm may be in need of (Forbes Coaches Council, 2021).
Question 2: HR Metrics
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?
HR metrics are measures of operation that are used to find out how efficient, impactful and effective HR practices are in a given organization (SHRM, 2017). This includes; one, Time to Start. This measures the average number of days taken to fill an open position by both internal and external hiring. The more the number the less efficient the HR practices. But, does this mean an organization to carry out the recruitment in a hurry? What if the number of days taken are very few and a wrong employee is hired?
Cost Per Hire, this metric measures the average amount of funds spent to hire externally. This takes into consideration all the expenses incurred. For example, advertising, onboarding costs, staffing department expenses among other expenses. A lower cost per hire gives the firm a competitive advantage (SHRM, 2016). Cost Per Hire can be reduced by using recruitment tools that are less expensive.
Offer Decline Rate, this measures percentage of job offers that an organization extends but are declined. This metric is important as it can help an organization know how competitive it is, whether its compensation is attractive among other things. If an offer is declined it means the recruitment process will start over again. This implies Time to Start and Cost Per Hire will increase. This rate if makes HR waste company resources. This rate can be reduced by thorough screening of applicants. For instance, applicants who are engaged by other firms are likely to decline if the job on offer is not well compensated compared to their current benefits (SHRM, 2016).
2b) List 3 metrics that you view as most relevant. Explain your opinions about each metric separately. Be sure to include an expert's ideas (with proper citations) to support your argument.
1. Accidents (Totals and Averages). This measures the number of accidents occurring in an organization. It is a measure of how safe a workplace is. If the workplace is not safe then more accidents are prone to occur. This can make an organization to spend billions of dollars in compensating employees or catering for their medical expenses (SHRM, 2016).
2. Successor and High Potential Retention. This metric measures the rate an organization is able to retain employees who can be successors and those identified as having potential for being successors. If the rate is too low, then it means, in case of occurrence of an unexpected event or resignation of key employees, the firm may be in standstill. In extreme cases the organization can collapse due to lack of employees with required knowledge (SHRM, 2016).
3. Promotion Rate. This metric measures the rate at which employees are promoted. This metric is important since it can impact employee productivity and organizational commitment. If employees are not promoted, then the turnover rate will be high. The measure can also be used to know whether the organization has career growth plans (SHRM, 2016).
