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PRESS RELEASE

For Immediate Release

Using Social Networking as an E-Recruitment Tool

New research evaluates how employers are looking at alternative methods of recruitment

As competition among businesses to attract the best talent continues to grow, new research published in Cogent Business & Management critically evaluates the use of social networking as an e-recruitment tool.

A Critical Analysis of the implementation of Social Networking as an E-Recruitment Tool within a Security Enterprise, published by researchers from the Business School of University of South Wales, examines the importance of attracting today’s young people (or Generation Y) through the use of social networking sites.

Born between 1980 and 1995, Generation Y has grown up with frequent and easy access to technology. Employers wishing to engage this group are looking at alternatives to traditional methods of recruitment including social networking channels. The paper explores the advantages and disadvantages of using social networking as an e-recruitment tool and examines the opportunities that technological advances present in attracting new recruits. It also looks at contemporary examples from companies including General Mills and Starbucks who have effectively integrated social networking as part of their recruitment process.

“Networking sites provide a level of access to information about a candidate that is not always easily accessible from a CV”, commented Anthony Lewis, Business School, University of South Wales, one of the authors of the paper. “Equally, candidates will use a company’s social network sites to find out more about what it is like to work for the company, what the benefits are etc. Social networking sites enable companies to have the visibility that traditional job adverts and other e-recruitment methods alone do not provide, at a fraction of the cost. They also help to speed up the recruitment process.”

While recruitment sites remain the first port of call for job searching, the use of social networking sites for this task is increasing, encouraging more companies to create their own networking profiles on LinkedIn, Twitter and Facebook. Such accounts enable engagement with potential candidates in a multitude of ways including posting available jobs, identifying people to approach and reviewing applicants to augment the reference-checking process.

But as well as the positives, the article also looks at the challenges in using social networking, which include the volume of applications that can be received and the potential risk of discrimination claims. As Professor Brychan Thomas, Business School, University of South Wales further commented, “The challenges are something to be aware of but investing time and resources into incorporating social networking into overall recruitment strategies can be beneficial to companies. Not only does it help them to engage more effectively with younger job seekers, but it also helps to attract the attention of those who are not actively seeking alternative employment. Their interest may be piqued by postings in LinkedIn groups or on Facebook pages that they come across in their day to day reference of these sites.”

A critical analysis of the implementation of social networking as an e-recruitment tool within a security enterprise is free to access now: http://dx.doi.org/10.1080/23311975.2015.1104904.

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About the Authors

Anthony Lewis, Business School, University of South Wales, Pontypridd, CF37 1DL, UK

Prof. Brychan Thomas, Business School, University of South Wales, Pontypridd, CF37 1DL, UK

Sophie James, Business School, University of South Wales, Pontypridd, CF37 1DL, UK