Social media refers to the collection of online communication channels that are dedicated to community basing on interactions, collaboration, input, and sharing of information or content. They are applications and websites that are connected with social networking, curation, microblogging, bookmarking, and wikis. They are among the various types of social media. The modern examples of social media include Facebook, LinkedIn, Twitter, Google+, Reddit, Wikipedia, and Pinterest. Most of people search for their job by using adverts and political news as well as social media (Landy & Conte, 2016). Technology has been improved globally, and nowadays the majority of people own phones that have an access to the Internet. This has made it possible to the future employers to look for jobs that satisfy their needs and wants in the global net. A lot of them prefer logging in Social sites for more information related to the desired job opportunity (Alayza et al, 2016). Availability of Internet has changed the places of work which include the professionals of human resource and the business managers who have to consider the disadvantages and advantages of using social media to recruit workers. Nowadays the workers use social media to search for employment since most jobs are advertised online. The availability of social media has fastened the use of the Internet (Landy & Conte, 2016). Most business firms and organizations use social media as the platform since its comprehensive and global hence many Internet users are reached. Employers also often search for more information online related to the prospective workers due to negligent charges of hiring and the potential determination (Staw, 2016). Therefore, the percentage of online employers users have increased since the online social media has become more entrenched in the fabric of searching for a job and social networking.
There are various advantages that employers gain from recruiting employees through social media. First of all, hiring workers online conveniently pull up the personality of the online applicant. This takes place overall without face to face meeting or no asking for response through a test. This reduces the cost of programs such as psyche testing and thus saves the time. In addition, social networks like Twitter, Facebook, and LinkedIn give a window into the professional and personal lifestyle of those to be recruited. However, the disadvantage of this comes when the business professionals might interpret poorly in applicant’s abilities to differentiate business and home contact. Organizations may miss out in hiring participants who are expected qualities because of lack in understanding of the pop culture of younger people or behaviors and customs of older individuals (Riggio, 2015).
Secondly, The Human Resource personnel or the employers can scan easily various resumes and digital applications of candidates through their profiles on social media sites. This can be very efficient as it does not require any meetings and interviews. However, a disadvantage may rise in case that the well qualified applicants or seasoned individuals with several years of experience are eliminated or excluded from the process of selection as they may use older ways of spreading their resumes and applications. Thirdly, social media creates the cost to the employers. The cost of recruiting is among the greater expenses. The recruitment involves the costs of hiring candidates, retention, and training them. Finally, the employers reach a larger targeted audience especially when the job vacancy is advertised through social media (Jex, 2014).
On the other hand, the employers may face or experience several disadvantages. First, there is the high volume of responses, especially from the people who may be quite inconvenient for this particular job. This happens since anybody in the world can access the Internet. Secondly, employers may experience logistic problems while recruiting workers. It occurs when the candidate is living half way around the globe. Therefore, reaching him or her by employing screening interviews by email or telephone hinders the expenses of an in-person meeting. Thirdly, the employer might meet the technological issues since there is a possibility that the application system might fail. Finally, recruitment through the social media might be too impersonal since it involves telephone interviews and emails instead of real meetings which give the opportunity to evaluate the candidate’s personal qualities much better.
Most business firms, companies, and corporations compete fiercely in the war of equipping talent. Most of these organizations spend a lot of their time, money, and any other resources in recruiting and advertising strategies with the aim of attracting the best candidates (Kalat, 2016). The different models can be used for this purpose.
The first model is termed as Can a test. This model applies when employees have in their mind that they must undergo testing. This predicts the reliability of performance at work. The second model involves selection of test data. Employees are tested twice each taking 46 minutes. The pruners or employers have to work quickly the way it should be yet they should retain quality. Then the results of both tests display the scores of each employee so that the employer could make the decision who is the most deserving to be hired on the position (Riggio, 2015).. This model will enhance the relationship between the quality of work to be done and the speed. Some might be performing the duties faster than others. Therefore, the one with higher speed and who produces the best quality of work might have a higher chance of being selected. The final statistical model includes the job performance data. Every farm payroll that the employees have been working before are collected on randomly selected days and two randomly selected jobs performed (Cascio, 2015).
Organizational psychology refers to the study of organizational structure and how people interact. It is usually taken in order to enhance the company or organization. Organizations in the United Kingdom currently have formalized the alternative workplace programs which put together the work settings, locations, and practices that are not traditional. Organization has used machines and technology in production. This has fastened and increased the organization’s outputs since technology is accurate and faster. In the United Kingdom it is evident most of the employees still seek more flexibility and autonomy (Jex & Britt, 2014). Leaders and managers have focused on expanding human resources. Based on the numerous meetings and interviews of the business thought leaders, leaders, and the general public members demand work experience that cooperates with their values. They desire for workplace forged in the verge of identities, not the place of work which attempts to define them. They are demanding for organizations or companies which can let it go and give them a greater opinion in how the activities in the organizations can be run (Riggio, 2015). The government of United Kingdom has improved the salary of employees hence the human resources have been catered for. Thirdly, the United Kingdom enhances globalization and diversity of the workforce by employing people from various sectors from different parts of the world. Several policies have been set by the government of United Kingdom that monitors and stands in place of Citizens. These trends are paramount about the workplace in the United Kingdom.