Why Use Social Media as a form of Recruitment?

Why Use Social Media as a throw of Recruitment?Working title Social media enlisting why intent it at the Royal Veterinary College?IntroductionThe Royal Veterinary College (RVC) has commission me to evaluate accessible media recruiting strategies and possible future opportunities to procure they remain agonistic in the enlisting market.Within this proposal, I go forth outline the mise en scene of the search which pull up stakes issue to a greater extent(pre tokenish) background in formation of friendly media recruitment and the RVC. I go away then provide a sum-up of an initial literary stimulates followup which testament define the guidance and background signal of the search project roughly to be undertaken ( decrepit 2014). An appropriate interrogation b put on and the way in which I intend to carry out my research al depleted be detai deport along with how I intend to take the date obtained. Possible issues and limitations depart be discussed and pos sible solutions to overcome them. I pull up stakes propose timescales of the project milestones and finally provide a conclusion. contextEstablished in 1791 and based at two sites in capital of the United Kingdom and Hertfordshire, the Royal Veterinary College is one of 7 veterinary schools in the UK. A key part of their overall strategy is to be the first prime(prenominal) for those seeking to work in the veterinary, biosciences and One Health Higher didactics sector (RVC 2015). The Human reextractionfulnesss (HR) strategy is aligned to the overall strategy to congest its accusatives and, as such(prenominal), a key part of the HR strategy is the strength to line and retain talent at every(prenominal) level of the arrangement from the local, national and international markets in which we compete forget remain native to our success (RVC 2015). The utilisation of affable media to attract talent is an ever-increasingly popular motion within the HR profession so the HR po lice squad be keen to explore its grade to economic aid achieve this HR objective and to control they remain competitive in the recruitment markets. The HR team argon alike keen to discover if utilising mixer media for recruitment brings separate cost and administrative efficiency benefits. As a previous instalment of the HR team at the College who has seen their live online recruitment process drive and develop for the organisations needs, I am interested in discovering if and how it finish be further adapted to utilise social media, whether it croup provide a competitive edge in the race for talent and whether this would be a worth(predicate) use of their resources. I am expecting that the RVC should eat at least some element of social media recruitment presence nonwithstanding, given the various nature of its employees and their differing backgrounds and professions, whether social media discount provide value to all its recruitment campaigns remains to be seen.L iterature ReviewThis literature review volition guide the development of my research topic. As Gray (2014) asserts In order to advance our collective intimacy, a researcher has to understand what has gone before. In seeking to do this I have reviewed numerous relevant literature related to the use of social media for recruitment and common themes were noted and form the basis of my literature review.An important part of every Human Resource Management (HRM) strategy is the effective recruitment of its round which the Chartered hurl of Personnel and Development (CIPD) (2016) state as central and crucial to the favored day-to-day functioning of any organisation. In an ever-increasingly competitive business environment, organisations are taking a more strategic approach to the staffing of their organisations (Taylor 2014). When Tim Berners-Lee created the World encompassing Web, it was not long before it added a unfermented dimension and new opportunities in the recruitment fi eld with the advent of online recruitment which first started in the mid-nineties. Commentators were quick to suggest its use due to the perceived efficiency benefits of as opposed to purely paper-based recruitment. Seminal research by Capelli (2001) stated that, small-arm online recruitment was increasing in popularity due to the reduction in recruitment cost and time saved, its successful use was only achieved by those who essentially changed their recruitment process by exploitation online media to market the organisation and advance relationships with candidates to create talent pools. The advent of social media alterd organisations to take this marketing excogitation further by enabling organisations to promote its brand leading to more, weaken candidates by giving insight into recruitment the process and what it is like to work there (People Management 2013). In addition, social media enabled direct communication with objective candidates resulting in a higher probabi lity that a vacancy go away be brought to the attention of someone who is ideally qualified to fill it (Taylor 2014). present-day(a) research by Schmidt and Landers (2016) likewise suggest that outgoing social media messages can enhance organisational attraction and recruit more and better applicants by overlap corporate values to add-on the reputation and visibility of the organisation. These benefits are why 54% of employers are engaging in social media for recruitment (CIPD 2013). The describe suggested benefits are an attractive prospect. However, little research has been undertaken to establish what the versed costs are of maintaining a social media presence i.e. required time spend per day and training staff in the use of social media costs. This invaluable development will form part of my initial research methods which will be to establish what, simply, the RVC would like to summation from utilising social media for recruitment and what the legitimate capabilities of doing so are.An special, and controversial, use of social media in the recruitment process is using it to screen potential candidates. Contemporary research by Schmidt and Landers (2016) show no link between social media traits of potential candidates and job performance and they advise that, until more in-depth research is undertaken in this area, social media is better utilize for recruitment and building a brand than as a selection tool. However, cover version candidates in this way is can provide recruiters with a valuable source of information not found using traditional techniques (Davison et al. 2012 Kluemper 2013). Further research in this area by me regarding the potential benefits and risks to recruiters at the RVC of using such an approach to social media will enable me to ground a equilibrate recommendation on whether screening candidates should be undertaken at the RVC.Another considerateness when utilising social media for recruitment is the impact it has on equality and diversity (E D). Taylor (2014) and Iddekinge et al. (2013) state that organisations should not solely use social media for recruitment as it is predominately used by women and the younger generations. Rather, it should be used in conjunction with traditional methods. As a higher education establishment with E D considerations high on the agenda, further research and brain of the RVCs E D commitments and objectives must be taken into account and aligned to before any recommendations are made.With such fast-paced advancements in social media and technology in general, it would be wise to in addition assess the implications of future developments in social media recruitment to ensure any recommendations provided are future-proofed. One well record development that promises to have a big impact on social media recruitment is bid data and analytics which Schmidt and Landers (2016) believe will improve the HR discipline by providing it with a wealth of valuable inform ation with which to make decisions. Regarding recruitment, this information seeks to help recruit more suitable candidates. What resources are compulsory to utilise big data and analytics, and in what capacity it would be suitable to the RVC is will form part of my research. Schmidt and Landers (2016) also advocate working with internal IT professionals to help guide and shape the future of human resource oversight and this relationship, and whether more formal relationships arrangements are required at the RVC, will also form part of my further research.MethodologyI have elect to conduct this research in a case lease format as a case study generates triple perspectives through multiple data collection methods (Lewis 2003) which I will need to use to regain the different perspectives of different population regarding the suitability of using social media recruitment at the RVC and its general use i.e. recruiting managers, HR, upstart recruits and other organisations. As Gray (2014) states the integration and contrasting of these different perspectives can build a thick and detailed understanding of the context.The case studys epistemological approach taken will be constructivist since I will be the creator of my own knowledge by discussing and analysing and incorporating peoples different perspectives on social media recruitments suitability at the RVC, kind of than discovering it in an objectivist fashion.The question of whether to use Social Media Recruitment at the RVC will heavily depend on the perspectives (data) of RVC staff and similar organisations and I name that the focus and direction of this research will also be led by them. A suitable methodology to use for this case study that will enable this is grounded possibleness which enable the development of a system by discovering, developing and provisionally verifying through systematic data collection and abridgment of data pertaining to that phenomenon (Strauss and Corbin 1998). Common methods of research used in grounded theory are interviewing and focus groupings which will be a valuable way to obtain viewpoints and opinions of my research domains.Along with the qualitative research methods of interviews and focus groups, persuasions to seek opinions would also provide valuable perspectives of social media recruitment and this heterogeneous method of research will provide a richer, contextual understanding of the phenomenon being researched (Hansen et al, 2005)MethodI will initially conduct strikingness to eccentric interviews with recruiting managers from each of the differing staff groups within the College and the operations Manager in HR, as well as conduct a face to face focus between the team of 5 HR Administrators, to ascertain exactly what they are hoping to gain from utilising social media recruitment. This is an important first step in my case study is it will not only enable me to gain a company specific perspective on what is required and feasa ble but focus the next stage of my research and data collection to ensure it is relevant to their needs. The interviews will be conducted in a semi-structured format which will enable me to understand their experiences, opinions, attitudes, and enable me to probe where required (Gray 2014). They will also enable me to obtain a more well-rounded date of their requirements, as opposed to other data collection techniques like structured interviews questionnaires which have minimal interaction between the interviewer and interviewee. A focus group has been elect for the administrators it will generate group dynamics within a group of differing individuals (Gray 2014) and enable me to understand the degree of consensus (Morgan and Krueger 1993) of what is deemed a valuable use of social media at the administrative level. The good working relationships with HR and recruiting managers already make while working at the RVC will also help aid their agreement to being interviewed and their willingness to interact positively and constructively.Analysis of this information as described in the data section of this proposal will guide the construction of a relevant, anonymous questionnaire which will be emailed to all staff recruited in the past year, estimated at 225, in the form of a descriptive behold to ascertain their job seeking behaviors, their opinions of social medias use by employers as a selection tool and their preference for future developments. The survey questionnaire will also enable me to gain an insight into ED considerations. late recruits are most valuable as opposed to other people as they have already been recruited with the RVCs objectives in mind so will be most like the future RVC candidates the RVC hopes to attract. A questionnaire is preferred as it will enable me to question numerous respondents at a pocket-sized cost and at a time and place that suits them (Gray 2014). In addition, a questionnaire can assure their anonymity, which will he lp facilitate their honesty and willingness to participate.Finally, I will seek the current stance, future plans and thoughts of other Higher fostering Institutions (HEIs) in the UK of the use of social media recruitment by way of a survey for the HR Operations Managers. This will give me a broader picture of how social media is used for recruitment in the education industry and enable me to make recommendations on whether or not social media recruitment can provide competitive advantage. I will seek as many organisations as possible to provide me with the most accurate picture possible. This will require a questionnaire rather than other methods of research which I will be able to send to all HEIs via email in the UK.The subject area is not particularly contentious so I would not expect anything more than a minimal level of risk in causing harm or damage in the cause of my research. However, certified consent will be obtained prior to any of the three research methods suggested t o ensure research participants are provided with sufficient and accessible information about my project so that they can make an informed decision as to whether to become involved, or not, (Crow et al., 2006). dataMy initial research of interviews and focus groups with managers and HR will help narrow the focus of my case study by generating common themes and requirements of social media recruitment. To attain these themes, I will use thematic analysis which will help generate descriptive data from the information provided as opposed to similar methods like content analysis which is more data driven.The themes will then direct what questions to include in my questionnaire to recent employees which will be recorded to enable me to focus on the questions asked. man unknown at this point, the questions will be phrased in such a way as to concur, or not, with suggestions and requirements from the interviews and focus groups and to attain additional viewpoints and suggestions from a can didate perspective. Once obtained and transcribed, the information will be analysed for relationships, common themes and additional suggestions to that of the recruiting managers and HR. The types of data yielded will determine the appropriate analysis and statistical tests (Gray 2014). However, whether nominal or ordinal, this categorical data will be put in a descriptive statistical format which will enable analysis of the frequency distribution. The questionnaire for surveyed organisations will be developed and analysed in the same(p) way. exclusively information gathered from my research will be stored securely on my laptop which is password protected.Possible Problems and LimitationsWhile my previously created relationships with staff at the RVC will help encourage availability, access to the Operations Manager and a recruiting manager from each of the staff groups whitethorn be problematic due to busted availability during the period that I undertake my research. Good antece dent planning and the fact that the purpose of the case study is to seek new, and more efficient, ways to help them recruit the staff they need will help encourage them to be available.Availability of all of the HR Administrators at the same time for a significant period of time whitethorn also be problematic. However, they have a specific time and date every week that they keep clear in their diaries to have team, and other ad-hoc, meetings which will improve the chances of availability.I have the potential to bias the interviews. I can prevent this by ensuring my interview techniques are consistent, with regard to my tone and distance of interview, to all research subjects.Bias may also occur from the interviewees as the less technically savvy may feel obligated to advocate its use for fear of being seen to be not keeping up with technological advances. A broad range of questions highlighting the positive and negative consequences of using social media recruitment will help to r educe this.The questionnaire may yield a low response rate. However, the estimated population of 225 staff recruited in the past year may be high enough to ensure a low response rate still generates enough responses to make analysis of the answers worthwhile. If not, a re-distribution of the survey with an added monetary incentive may increase the response rate. Another possible issue with the survey is that people may act differently in reality to the responses given in the questionnaire. A call for honesty and highlighting the fact that the questionnaire is anonymous may remedy this.As with the survey for recently employed staff, the survey for HR Operations Managers at other organisations may also yield a low response rate. There are currently 131 HEIs in the UK and a low response rate may not yield enough responses with which to anaylse. In addition, motivation to respond may be low due to their current work obligations and responsibilities taking a higher priority and their re luctance to see any information which may provide reduce their own, or provide the RVC with, competitive advantage. To help improve the response rate, I will cranny to provide all respondents with a free summary of my own findings of the survey which they may deem valuable for their own recruitment strategy planning. principal(prenominal) Tasks and TimescalesI will use a Gantt Chart here with the sideline timescalesJanuary outset report, start ethics form.February to March literature review. April to May Data collection.June Initial Analysis.July -Draft to Alan.ConclusionWhile social media recruitment is only starting to be researched in-depth and the real value, or not, and all possible pitfalls may not be immediately apparent, such benefits as highlighted in the literature review can not be ignored and the RVC can not hand to fall behind its competitors who use social media recruitment to help attract the best talent. However, this case study will ascertain the real value and viability of social media recruitment at the RVC, now and in the future, and provide recommendations, or not, of its use.ReferencesMorgan and Kryeger 1993Crow et al., 2006HEFCE http//www.hefce.ac.uk/workprovide/unicoll/heis/Holton, J. A. (2009). Qualitative Tussles in Undertaking a Grounded Theory oeuvre The Grounded Theory Review, 8(3), 37-49.Dick, B. (2005). Grounded theory a thumbnail sketch. On line Available at http//www.scu.edu.au/schools/gcm/ar/arp/grounded.htmlGlaser, B. (1992). basics of grounded theory analysis. Mill Valley, CA Sociology Press.Allan, G. (2003). A critique of using grounded theory as a research method. Electronic Journal of Business question Methods. 2(1).Lewis (2013)Strauss and Corbin 1998(Hansen et al, 2005)