HRM 635 What processes, procedures, and specific websites are currently being used in your organization to attract and acquire potential employees from the online setting?  Re: Topic 2 DQ 1

Technological growth has significantly transformed and improved the processes of attracting, interviewing, acquiring, and incorporating potential employees into organizations. Social networking enhances communication of an organization’s culture and values to prospective employees (Leighton et al., 2021). Healthcare organizations can personalize their social networking platforms or websites by hosting videos and uploading images. The online setting allows job seekers or applicants to undergo intense online testing before attending physical interviews in organizations.

My healthcare organization applies LinkedIn and online portals to attract job applicants. It also utilizes keyboard searches, resumes, and emails to review potential candidates for a particular job position. Social media platforms guide the selection of the best employees who match the organization’s values and interests (Leighton et al., 2021). My healthcare organization also uses Instagram to share stories, videos, and photos to promote its culture and mission in relation to the community’s health and well-being.

 Social media platforms like LinkedIn and Instagram are easy to use, efficient, and fast, thus enhancing convenience in job seeking. They allow job seekers to easily submit their application forms within a very short time. Secondly, social media platforms are cheaper and cost-effective since the applicant does not have to incur costs while traveling to organizations to submit application forms. They only need an internet connection from their homes or offices to submit the applications. Thirdly, social media platforms allow job applicants to gain insights into the mission, vision, values, and culture of the organization (Rahman et al., 2020). For example, LinkedIn matches the user’s profile with all open job positions in which they are interested. Additionally, social media allow repeated sharing of postings, thus expanding the candidate’s reach beyond his professional and personal networks.

Despite the benefits, using social media to search for employment is associated with various challenges. First, it creates an unprofessional image of the applicant and reduces his likelihood of getting the job since it does not regulate or control other people’s comments about his post. Secondly, social media profiles can misrepresent or mislead the prospective employee. Thirdly, the personal and business worlds are highly likely to mistakenly or unintentionally overlap, especially if the applicant is not cautious about people who can view his personal news and professional postings or queries.

Using websites or social media to attract employees is associated with various drawbacks. First, the employer is likely to get high volume postings and responses from different people, including unqualified people, since everyone can access the internet. This drawback can be addressed by regularly updating the websites to ensure that they have relevant and reliable information that matches the interests of the user or client (Rahman et al., 2020).

Technological issues and poor website design may hinder candidates from accessing additional information concerning the organization’s operation methods, mission, and values. Failure of candidates to respond to the organization’s posts due to poor website design or technological issues may prevent the employer from getting qualified and desired employees.  This drawback can also be overcome by ensuring that the website is up-to-date and well-designed to ensure no prospective employees are locked out. Also, online recruiting may be too impersonal since it involves telephone interviews and the sharing of emails, which hinder the employer from interacting with candidates and determining the perfect ones based on the organization’s culture and values (Benedict et al., 2019).  This can be addressed by including in-person interviews as the last step of the recruitment process.

References

Benedict, C., Hahn, A. L., Diefenbach, M. A., & Ford, J. S. (2019). Recruitment via social media: Advantages and potential biases. Digital Health, 5, 205520761986722. https://doi.org/10.1177/2055207619867223

Leighton, K., Kardong-Edgren, S., Schneidereith, T., & Foisy-Doll, C. (2021). Using social media and snowball sampling as an alternative recruitment strategy for research. Clinical Simulation in Nursing, 55, 37-42. https://doi.org/10.1016/j.ecns.2021.03.006

Rahman, M., Aydin, E., Haffar, M., & Nwagbara, U. (2020). The role of social media in E-recruitment