Impact of social media on employee hiring cost

Social media (SM) is changing human interaction and the way in which individuals
access personal information in the expanding online environment.

Social Media: New Frontiers in Hiring

and Recruiting
Contemporary classical method for
recruitment
John G. Joos
Social-media tools and techniques as currently used are not a direct replacement for traditional
hiring processes, but rather a supplement to them.The old recruiting paradigm, aimed primarily
at active candidates, was predominantly aspray and pray method. The tools of the trade
were want ads, paper applications, rsums,phone calls, face-to-face networking, and so
forth. Employers sprayed want ads across pages of print media, and job seekers sprayed large
numbers of rsums in the direction of potential employers; both prayed for good results.
This method was primarily used by (1) companies who had an immediate need for employees
and (2) the unemployed who were actively seeking jobs and were willing to spend their
time searching through want ads and/or trade publications, while at the same time mailing
rsums and crossing their fingers.
An Over-view of Online Recruitment: The Case of Public and
Private Sectors in Tanzania
Nuran Ally Mwasha
School of Economics & Business Administration, Central China Normal University,
152 Luoyu Avenue, Wuhan, Hubei, 430079, P.R. China
nuranally@yahoo.com

The aim of this paper was to provide an overview of online recruitment in

Tanzania by showing the current internet situation through the existence of
different online recruitment methods such as corporate websites, Job
boards and e- recruiting. Online recruitment has furnished the process of
recruitment for Companies, Institutions and job seekers with plain, faster and
reliable way to meet their expectations. It has provided the companies with
qualified talents, saved time and unnecessary expenses. Also the job seekers have
been able to interact well on corporate websites, Job boards and through internet
by sending their resumes or uploading their profiles so as to fit the qualification
needed by recruiters. Social Media Recruitment and Online Data
Collection: A Beginners Guide
and Best Practices for Accessing Low-Prevalence and
Hard-to-Reach Populations
David B. King and Norm ORourke
IRMACS Centre, Simon Fraser University
Anita DeLongis
University of British Columbia

One facet of the growing social media phenomenon is the opportunity to directly
appeal to prospective
research participants. An example of this is Facebook advertising to defined
populations. In conjunctionwith online data collection, social media advertising
can simplify and accelerate data collection, and it
can do so at greatly reduced costs. Thanks to these contemporary tools, responses
can be collected at the
same time from participants living in Vancouver, Toronto, and St. Johns. In this
article, we describe how
social media can be used for rapid and cost-effective data collection. Moreover,
these methods allow
researchers to directly access prospective study participants who may be otherwise
difficult to reach
(because of their low prevalence, their remote location, or organisational barriers).
For illustrative
purposes, we review methods from 2 studies: 1 of older adults with bipolar
disorder and 1 of Canadian
paramedics and their spouses. In both cases, participants clicked
sociodemographically targeted Facebook
advertisements and were directed to online study questionnaires. Based primarily
on these 2 lines
of research, we offer recommendations and best practices for researchers interested
in utilizing social
media for online recruitment and data collection. We contend that in many
instances, social media may
be the most effective means to recruit participants from low-prevalence and
invisible populations. The
majority of Canadians, and indeed much more of the world population than was
previously accessible,
can be reached via social media today. In addition to offering strategies to improve
participant
communication, we also review the limitations of social media advertising and
online research.

Best practices for using social media as

a recruitment strategy
Sherrie A. Madia is Director,
Communications, External
Affairs at the University of
Pennsylvania, Philadelphia,
Pennsylvania, USA.

The aim of this article is to explore how HR professionals can best use social media in search for talent.
Social-media tactics can provide a new pipeline of talent as
well as a means of showcasing the company or brand.

Effective social media talent sourcing centers on networking

the networks in ways that provide entryways for talent across
communities and platforms.

Getting social with recruitment

Richard Doherty is based at Jobpartners, London, UK.

This article aims to discuss the growing popularity of social networking as a recruitment tool
and to outline some of the key considerations that organizations must take when embarking on social
recruiting.