BACKGROUND OF THE STUDY
Recruitment is an integral part of human resource planning of an organization. Companies use various sources – internal search, advertisements, employee referrals, employment agencies, Internet etc. – for carrying out recruitment activity. Recruitment is a vital function of human recourse management, which can be defined as the process of searching the right talent and stimulating them to apply for jobs in the organization. It is the process of discovering the sources of personnel to meet the requirements of the staffing agenda and attracting the adequate number of employees, so as to effectively select the applicants. Hiring is the act of employing new staff, to engage the services of (a person) for a fee or to employ (someone) for wages. Hiring is an action of bringing on a new person to an organization. It is a step in the employee lifecycle and represents the last phase of a successful recruiting process. Depending on the size and culture of the organizational unit, recruitment may be conducted by the managing director, human resource generalists and/or specialists. Alternatively, recruitment can also be conducted by global employment agencies, commercial recruitment agencies, or specialized consultancies (Dinesh, 2015).
Job vacancy advert can be done through different means such as; social media, newspaper, posters and hand bill and online; but recently, most job adverts are done online. Job seekers today also know this and they are really following the trend.
Social Media Recruitment (SMR) refers to recruitment with the help of social media sites. In the age of social networking sites growing at a rapid rate, there are ample of opportunities that can be gained through it other than networking. It not only helps to open avenues for a job seeker previously unheard of, but also for the employer, it is very easy to search for a prospective candidate. Increasingly, organizations are resorting to social media arena to get the right and viable candidate for a vacant position. SMR not only helps to find candidates for high level positions but it is also very useful to find candidates for lower level jobs. Many companies are using social media sites to do a reference check of the prospective candidates but now if they can also find a job seeker it will cut their efforts of background checks at a later stage. Social networking websites like Face book, Twitter, and Linked In are promising as effective job search tools. Social media has become a global phenomenon for many commercial groups over the past decades .It is gaining in popularity among job seekers and human resources divisions in organizations to facilitate the process of recruitment .Recruiting via social media is certainly on the rise. Employers are using social platforms as promotional channels for sourcing and hiring candidates. Moreover, the extraordinary popularity of Facebook, for example, has revolutionized social networking, and is currently expanding to supplement business functions such as brand building and recruitment. Blogs can be another useful recruitment tool assisting in building relationships with potential new candidates and clients. They can also provide a source of valuable information that is both industry and company specific, promote working through a recruitment company, and highlight key vacancies. The ability of social networking sites to integrate innovative mixed media as well as engage in bidirectional communication, enables recruiters to reach both passive and active job seekers, educating them with regards to company positions and establishing a reciprocal relationship. In the search for key talent it appears that organizational recruitment must not only contend with challenging markets and a shortage of quality candidates, but also with considerable technological advancements in recruitment marketing, particularly in an increase in organizational use of social media. The recent exponential growth in the popularity of social media has influenced a number of human resource practices and according to a 2010 Jobsite recruiting survey, over 73% of companies are now using social media channels to support their recruitment strategy (Dinesh, 2015).
Social Media was used more often than recruitment fairs, TV, radio or outdoor ads when looking for information about jobs and companies, sources such as Mol.fi, company websites and newspaper job ads were still preferred over Social Media. In May 2011, recruitment in Social Media was still somewhat unheard of in Nigeria. So many students can mainly be found on Facebook, which can be used for job advertisements, referrals and employer branding. YouTube reaches most of the students as well, and can be a good tool for employer branding. LinkedIn and Twitter on the other hand did not reach quite as many students in the spring of 2011. When recruiting in Social Media, the participatory and open nature of Social Media should be taken into account, work atmosphere and work content were two of the most valued factors when choosing a job and these might be worth emphasizing (Pinja 2012)
STATEMENT OF THE PROBLEM
Job vacancy advert help companies get to know candidates in terms of areas of interest, proficient network, educational qualifications and look into their career graph so to find the best people who fit their company. The medium of advert; mostly social media also provide the opportunity to reach out to passive candidates, people who have posted their resumes on social networks but are not actively looking for work, save costs and have access to a great talent pool. Social media recruitment is the most popular recruiting trend in Nigeria with a rise of 20% in its popularity in the last 3 years according to the survey performed by LinkedIn. 40% of people surveyed use this method to source candidates. It seems that this trend is here to stay since it has been suggested that those companies and recruiting organizations which will not be using this platform in the next 5 years will be out of business. HR managers across the world are constantly looking at adopting new and efficient recruitment practices to make sure that their organizations are able to acquire and retain talent. Having right human resources is probably the most important aspect of an organization to keep themselves ahead of the curve, especially in a talent driven economy.
1. What is the perception of job seekers on recruitment through job vacancy advert?
2. How effective is the impact of job vacancy advert on organizational efficiency in recruitment?
3. What is the usefulness of Social Media Recruitment (SMR) from recruiter’s perspective?
AIMS AND OBJECTIVE OF STUDY
The aim of this studies is to critically study the evaluation of job seekers perception to job vacancy advert. The objectives are:
1. To Study the perception of job seekers on recruitment through job vacancy advert.
2. To evaluate the impact of job vacancy advert on organizational efficiency in recruitment.
3. To Study the usefulness of Social Media Recruitment (SMR) from recruiter’s perspective.
SCOPE OF THE STUDY
The idea of the research work is to examine the response of job seekers to job vacancy adverts.
This project covers a range of subject peculiar to the effect of the various forms of job vacancy advert on job seekers. It covers the historical evolution of social media medium for advert in Nigeria. It also covers the procedural problems in the recruitment of job seekers and also how they can be competitive enough for a particular job. A range of employed and unemployed youths will be consulted to fill the questionnaire. These are the aspects to be covered in this project.
SIGNIFICANCE OF THE STUDY
This work shall be of great benefit to the unemployed youths in the nation. It shall also enlighten the Human Resource Management of the diverse organizations in Nigeria on how to go about effective job vacancy advert. Recruiters can make the most of both traditional tools and online recruitment tools to have advantage in recruitment through social media application.
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