Social Media and Recruiting

A.

Not long ago, while attending their local SHRM chapter meeting, Kimberly and Dana heard several of the other members share the challenges they were facing in sourcing information technology professionals. They were hoping to get someone to speak to the chapter about the challenges and best practices for recruiting employees in high tech. Kimberly and Dana decided to jump into this project, working on it most afternoons of the week if the pace of their regular work allows. Since they are also working on the strategy for recruiting, talent management, and employee retention, they plan to hire a temporary employee who is retired but wants to come back to help for a few months. Things are really picking up, and the team can see how their important work can directly influence the future of the organization.

Resources

To help Kimberly and Dana as they work to recruit the IT professionals needed for the new research and development branch, use the following resources to explore options:

Social Media in Recruiting

* Koch, T., Gerber, C., & de Klerk, J.,J. (2018). The impact of social media on recruitment: Are you LinkedIn? SA Journal of Human Resource Management, 16, 1–14.

* O’Connor, J. (2019, 03). Recruiting strategies for social media. Talent Acquisition Excellence Essentials, 1–2.

* Internet Recruiting

* Leong, C. (2018). Technology & recruiting 101: How it works and where it’s going. Strategic HR Review, 17(1), 50–52.

* Online Applicant Assessment

* Kulkarni, S. B., & Che, X. (2019). Intelligent software tools for recruiting. Journal of International Technology and Information Management, 28(2), 2–16.

* Dane’s Challenge: How HR Professionals Guide Supervisors in the Recruiting and Selection Process

Introduction

Dane is a Data Scientist working in the CapraTek research and development (R&D) division. Dane has three new team leaders who will have four new teammates each. Two of the new team leaders are being supportive and cooperative in the process of developing a job announcement that Kimberly and Dana need to go forward in the recruiting process. One teammate is not. Calvin has prepared extensive, detailed work competencies that are very difficult for fellow IT peers to understand, and even harder for the HR staff to understand. Calvin said that these materials are essential for a successful set of hires. Dane is the supervisor, and he does not understand the material. Calvin works very hard and is currently doing the work of multiple employees.

HR Consultation

In Dane’s Challenge: Part 1, consider how Dane consults with our HR professionals, Kimberly and Dana, on how to respond to the situation with Calvin and the list of work competencies that are so unique, even he does not understand the level of technical detail.

* Write Your Discussion Post

Create a short summary of how to best use social media in recruiting, internet recruiting, and online applicant assessment to recruit applicants for the new department in the new research and development branch.

 

 

B.

 

 

* This week, explain how “purpose” can influence the image of an organization in the eyes of prospective applicants and employees.

* What You Need to Know

Employer Brand

* (2015, June 16). Futurestep survey: Organizational culture and employer brand are top competitive advantages when recruiting talent. Business Wire.

* This article includes results from a survey of executives on what gives a competitive advantage when recruiting top talent, including employer brand and culture.

* Milligan, S. (2018). HR 2025: Reach new heights by becoming a trusted advisor. HRMagazine, 63(7), 30–33,36,38.

* With examples of real company branding initiatives, this article makes the case for the reason that branding matters to job seekers and to the company.

* HR and Marketing as Partners

* (2016, July 26). HR C-suite: HR and marketing: Working together to build brand. Newstex Global Business Blogs.

* This article emphasizes that when the HR and the marketing department work together they are able to build brand ambassadors that engage with consumers who look for what the company represents when they consider a purchase.

* Tavis, A. (2017). How HR and marketing are reinventing the talent brand together. People and Strategy, 40(4), 8–9.

* This article uses three case studies to illustrate how competing for talent, personalizing the employee experience, and providing transparency as if employees were customers is the new normal.

* Case Study

* Buhlman, N. W., & Lee, T. H. (2019). When patient experience and employee engagement both improve, hospitals’ ratings and profits climb. Harvard Business Review Digital Articles, 2–5

* This case study draws the connection between patient experience, the impact on how engaged hospital employees are, and the actual financial return when the hospital ratings improve. It tells the story of why branding and engagement matters to the bottom line.

* Write Your Discussion Post

There is an established link between company brand and organizational culture. Company brand influences potential employees, and organizational culture sets the tone for all members’ interactions, growth, challenges, and ultimately is an element in whether they remain or depart. We are at a time in which organizational image and purpose resound with prospective job applicants. As you learn about the employee experience, post a response to one of the specific areas below:

* What actions can HR take to influence the image of the organization from the perspective of applicants and employees?

* How would a strong relationship with the sales and or marketing staff of the organization benefit the HR office in enhancing how potential employees view the company?

* How does “purpose” influence organizational image in the eyes of prospective applicants and employees?