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The Role of Social Media in the Recruiting and Hiring Process

In the tradition recruitment and hiring process, human resource professionals expected applicants to present their documents in person and avail themselves for interviews before hiring. However, the recruitment process is evolving in recent years to involve the use of social media in recruitment and hiring. Human resource professionals use Facebook, Twitter, and LinkedIn as tools for recruiting and hiring employees (Ladkin et al., 2016). Please follow rules of et al. mention all authors when mentioning them for the first time, then second mention use et al. and please remember that et al contains a period and a coma like this: (Ladkin et al., 2016). Start using APA 7^th edition formatting please…. Correct all your citations. Additionally, organizations use social media to search for potential employees suitable for the organization. The professionals garner information concerning the employees through their social media platforms, vets them and chooses potential candidates for the post out of them.  Healthcare organizations, too, have embraced the changes in the hiring process and have adopted the use of social media to help in their recruitment process (Jeske et al., 2016).

 Social media has proven essential in the healthcare sector in recent years, playing significant roles in the industry. Social media provides healthcare providers with tools to share information, debate healthcare policy and practice issues, and to promote healthy behaviors. Additionally, using social media, healthcare providers can educate and interact with patients, caregivers, and colleagues with the aim of improving healthcare provision (Denecke et al., 2015). Doctors easily monitor the well-being of their patients through social media in-home care patient. Physicians, in addition, use the social media to read health-related news, to listen to experts in their area of specialty, and to consult colleagues regarding patient issues. Through social media, the healthcare providers have grown their skills through the information shared in the platforms, and the patients have received health information at the comfort zones. Lastly, healthcare organizations use social media to promote the organization in the aim to enhance the image and visibility of the health centers.

Consequently, the use of social media in healthcare for hiring has proven beneficial. The communication capabilities provided by social media, it is used by the healthcare organizations to improve clinical education to the newly recruited employees. The high usage rate of social media by the young adults motivates the healthcare sector to use social media to enlighten the clinical students on professionalism and ethics of the profession (Jeske et al 2016). Therefore, they are aware of how to conduct themselves when hired in the health sector. Secondly, social media allows the organization to reach and target a large pool of candidates with a personalized approach. Staffing professionals can target local candidates for a role or perhaps introduce a candidate to a new location where friends or family reside using the information gathered from social media.

However, despite the benefits that come with the use of social media, it also comes with challenges. The information in social media may lack the quality and reliability required. In addition, the information provided in social media, their authors are often unknown or limited identification of information. Besides, social media is associated with the posting of unprofessional content that can reflect unfavorably on healthcare providers, students and affiliated institutions (Jeske et al 2016). However, social media should be part of the recruitment process due to its extensive coverage increasing job visibility. The social network serves an incredible platform for identifying and recruiting talented individuals to work in healthcare organizations (Ladkin et al 2016).

Moreover, social media also plays a role in the hiring process in the healthcare field. Healthcare organizations use social media to conduct interviews and to reach identified professionals who do not have the opportunity to present themselves in person for the hiring process (Ladkin et al, 2016). The organizations also use social media for advertising for the post that requires applications and outlines the qualifications demanded by the job. Therefore, the benefits of using social media in the hiring process are that the organizations can choose from a large number of talented individuals before deciding on who to hire. Additionally, the organization can gain all the required information about the applicants and choose one who is fitted with organizations rule conducts and ethics (Ladkin et al, 2016).

 However, there are challenges too, for using social media in hiring. First, obtaining information of applicant through social media may breach their confidentiality and may expose the organization to liability under state privacy laws. Lastly, the widespread use of social media has introduced new legal complexities (Jeske et al 2016). Therefore, many fears to share most of their details on social media. However, despite the challenges faced in the use of social media for hiring it should be part of the hiring process in this technology era. Human resource professional in the healthcare field can use social media in hiring by publicizing job vacancies, and to conduct background checks to confirm if the candidates are qualified for the positions advertised.

As many people are moving into the social media platform, I am not an exception. When you google me, in social media accounts; Twitter, LinkedIn, and Facebook, my name appears in the top five results. The profile of all the account contains a picture and a brief description of myself. Besides, the account includes a brief history of activities and life memories that I have passed. However, from a perspective of a human resource professional reviewing my online profile concerning a job application, my profile can be viewed as unprofessional as the profile mainly contain details of social life but minimal career life. Additionally, the profile is not consistent in all the accounts, as some are up to date while others their updates about my academic progress are not current (Bischoff, 2015).

In relation to these shortcomings in my profile, there is still much to improve to be able to use my profile in social media accounts to secure a job. First, I want to enhance my profile by providing a brand logo that is consistent in all my social media accounts. Using a logo or a consistent image would make me outstanding among my competitors in the field. Secondly, there are inappropriate that fans and friends tagged me and that I need to untag me. Unlinking myself from such photos or occasions would enable me to become a pro, instead of a substandard that human resource professionals may liken me to (Clarke, 2019). 

In conclusion, the use of social media in the healthcare field has proven essential, and there is a need to embrace the changes brought about by the increased use of technology. Through social media, outpatient monitoring is easier, healthcare practitioners are educated, and consultation is made more accessible among colleagues. In addition, the hiring and recruitment process is more comfortable with social media and applicants selected are picked after research about them is complete, and their qualification-checked, therefore hiring qualified professionals (Jeske et al 2016). However, social media users should be aware of the policies that govern the use of social media and be mindful of what they post as these can cost them job opportunities. Furthermore, online users should take advantage of social media to market their brands to reach the global market and to outsource information to grow in their profession.

Always include a concluding remark, however short.