Public Administration Analysis Essay

Using Social Media for Recruiting Purposes and Hiring
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Discussion
After leveling the playing ground in communication and marketing, you can advance your business and demonstrate the expertise you possess globally through social media at a very little cost. Use of social media in business is growing at an accelerating speed every day. According to Smith Many people have joined and more are still joining social media platform and using them effectively and efficiently, it growing faster and there are no signs of stopping (Smith, 2017). He further argues that with this rapid growth it is the high time for business managers to leverage Social media platforms to the best of their capacity.
One of the areas where social media would be of help is the HR department. HR managers should embrace social media as an important tool to attract, recruit, and retain the right workforce. The reason for this argument is that Potential candidates are most active on social media and if you don’t fail to make an impact on your social media profiles as an employer, they will move on to the next potential opportunity (Watson, 2018). Some of the benefits associated with using social media to include; accessing those candidates who are passive- these are people who are not seeking new roles but might be available in case of change when it deems necessary. Watson also cites that, Using social media can enable the HR manager to recruit people like engineers and developers who are hard to find and can be snapped faster at any moment: another advantage is that social media can be used as a profile to showcase what the employer has to offer: additionally social media can be used to target more vacancies because there are many followers and groups of engineers, HR professional, and finance professional who can be targeted using LinkedIn (Watson, 2018).

You can also screen for more information that is not given by a candidate by viewing their LinkedIn profiles to get information about their hobbies and previous experiences. Ultimately, recruiting social media is associated with less cost and sharing vacancies will be done freely.
Nevertheless, there are some issues that need to be addressed if recruitment via social media is going to work. Contemporary screening of employees in social media platforms can affect legal implications and decision to hire. According to the United States Equal Employment Opportunity Commission (EEOC) “it is illegal For Hiring managers and employers to show discrimination to individuals when hiring based on their race, ethnicity, religion, gender, and disability”, (EEOC in Pace Law University Library, 2018). The legal implication of using social media might be undermined by EEOC law that prohibits employees of hiring people based on neutral employment policies that might result to disproportionate negative effects on certain individuals (EEOC in Pace Law University Library, 2018). However, a well-designed structure to use social media as a tool of recruitment that utilizes candidate’s information available will significantly lead to recruitment and retention of a competent workforce.
References
Pace Law Library. (July 27, 2018). Federal Administrative Decisions and Resources: EEOC, Pace Law School Library Research Guides. Retrieved from http://libraryguides.law.pace.edu/c.php?g=319362&p=2133952Smith, K. (September 8, 2017). The Importance of Social Media in Business, Lyfe Marketing. Retrieved from https://www.lyfemarketing.com/blog/importance-social-media-business/Watson, H. (April 2, 2018). 5 Advantages of Using Social Media in Your Recruitment Advertising Strategy, Webrecruit. Retrieved from https://www.webrecruit.co.uk/blog/recruitment-insights/5-advantages-of-using-social-media-in-your-recruitment-advertising-strategy/