HRM-635 Topic 2 DQ 1 • Online Nursing Essays

Sample Answer for HRM-635 Topic 2 DQ 1 Included After Question

Topic 2 DQ 1 

As technology continues to advance, organizations are using social media and online platforms to attract and acquire eligible employees. What processes, procedures, and specific websites are currently being used in your organization to attract and acquire potential employees from the online setting? As a job seeker, discuss the benefits and challenges that accompany social media, including LinkedIn, when searching for employment? What are the drawbacks that an employer faces when using websites to attract future employees for positions and how can these drawbacks be reduced? 

A Sample Answer For the Assignment: HRM-635 Topic 2 DQ 1

Title: HRM-635 Topic 2 DQ 1

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Technological growth has significantly transformed and improved the processes of attracting, interviewing, acquiring, and incorporating potential employees into organizations. Social networking enhances communication of an organization’s culture and values to prospective employees (Leighton et al., 2021). Healthcare organizations can personalize their social networking platforms or websites by hosting videos and uploading images. The online setting allows job seekers or applicants to undergo intense online testing before attending physical interviews in organizations. 

My healthcare organization applies LinkedIn and online portals to attract job applicants. It also utilizes keyboard searches, resumes, and emails to review potential candidates for a particular job position. Social media platforms guide the selection of the best employees who match the organization’s values and interests (Leighton et al., 2021). My healthcare organization also uses Instagram to share stories, videos, and photos to promote its culture and mission in relation to the community’s health and well-being. 

  

            Social media platforms like LinkedIn and Instagram are easy to use, efficient, and fast, thus enhancing convenience in job seeking. They allow job seekers to easily submit their application forms within a very short time. Secondly, social media platforms are cheaper and cost-effective since the applicant does not have to incur costs while traveling to organizations to submit application forms. They only need an internet connection from their homes or offices to submit the applications. Thirdly, social media platforms allow job applicants to gain insights into the mission, vision, values, and culture of the organization (Rahman et al., 2020). For example, LinkedIn matches the user’s profile with all open job positions in which they are interested. Additionally, social media allow repeated sharing of postings, thus expanding the candidate’s reach beyond his professional and personal networks. 

            Despite the benefits, using social media to search for employment is associated with various challenges. First, it creates an unprofessional image of the applicant and reduces his likelihood of getting the job since it does not regulate or control other people’s comments about his post. Secondly, social media profiles can misrepresent or mislead the prospective employee. Thirdly, the personal and business worlds are highly likely to mistakenly or unintentionally overlap, especially if the applicant is not cautious about people who can view his personal news and professional postings or queries. 

  

            Using websites or social media to attract employees is associated with various drawbacks. First, the employer is likely to get high volume postings and responses from different people, including unqualified people, since everyone can access the internet. This drawback can be addressed by regularly updating the websites to ensure that they have relevant and reliable information that matches the interests of the user or client (Rahman et al., 2020). 

Technological issues and poor website design may hinder candidates from accessing additional information concerning the organization’s operation methods, mission, and values. Failure of candidates to respond to the organization’s posts due to poor website design or technological issues may prevent the employer from getting qualified and desired employees.  This drawback can also be overcome by ensuring that the website is up-to-date and well-designed to ensure no prospective employees are locked out. Also, online recruiting may be too impersonal since it involves telephone interviews and the sharing of emails, which hinder the employer from interacting with candidates and determining the perfect ones based on the organization’s culture and values (Benedict et al., 2019).  This can be addressed by including in-person interviews as the last step of the recruitment process. 

  

References 

Benedict, C., Hahn, A. L., Diefenbach, M. A., & Ford, J. S. (2019). Recruitment via social media: Advantages and potential biases. Digital Health, 5, 205520761986722. https://doi.org/10.1177/2055207619867223 

Leighton, K., Kardong-Edgren, S., Schneidereith, T., & Foisy-Doll, C. (2021). Using social media and snowball sampling as an alternative recruitment strategy for research. Clinical Simulation in Nursing, 55, 37-42. https://doi.org/10.1016/j.ecns.2021.03.006 

Rahman, M., Aydin, E., Haffar, M., & Nwagbara, U. (2020). The role of social media in E-recruitment process: Empirical evidence from developing countries in social network theory. Journal of Enterprise Information Management, 35(6), 1697-1718. https://doi.org/10.1108/jeim-12-2019-0382 

  

  

What is a process chart?  Explain why it is important. 

Jean,  

  

As I read your response, I was provoked with the thought that because of social media and the countless apps and platforms a individual can have and use, employers are basically able to answer some of their own interview questions before an actual one-on-one interview takes place. What we post and how we carry ourselves on social media and on the internet can definitely influence probability of landing a job.  

 

Jean, hosting videos and uploading images increases the visibility of healthcare organizations on social media platforms. Visibility allows healthcare organizations, through their social media, to attract the right candidates. The introduction of technology in selection and recruitment increases accessibility to many people (Hosain, 2020). Therefore, employers have increased access to diverse people. Nevertheless, other people insist on the originality of the social media handle before engaging the company for employment. Videos and images about the facility and operations build trust that benefits the hiring process (Jacobson & Gruzd, 2020). Social networking enhances communication. Again, social media platforms permit instant and interactive engagement. Still, healthcare facilities must choose the best online platforms, especially the websites with the targeted individuals. LinkedIn is a trusted online space for employers. However, other LinkedIn users cheat their pedigree to attract employers. Institutions provide extra evaluation mechanisms to guarantee effective hiring. 

  

 

References 

Hosain, S. (2020). The role of social media on talent search and acquisition: Evidence from contemporary literature. Journal of Intercultural Management, 12(1), 92-137. DOI:10.2478/joim-2020-0034 

Jacobson, J., & Gruzd, A. (2020). Cybervetting job applicants on social media: the new normal?. Ethics and Information Technology, 22, 175-195. https://link.springer.com/article/10.1007/s10676-020-09526-2 

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In today’s fast-paced world, the technological landscape is constantly evolving, and organizations can leverage this to their advantage by reaching a broader audience, especially when it comes to recruiting job candidates. Job search platforms like LinkedIn and Indeed have become instrumental in the recruitment process, as organizations can post job announcements and attract potential candidates from all over the country, providing a wider selection pool and a better chance of finding the ideal candidate for the job. As highlighted by Dessler (2019, p. 143), online recruiting generates a wider selection pool faster and at a lower cost than any other method. 

  

However, healthcare organizations face several challenges when utilizing online job postings, making the recruitment process a bit more complex. One significant challenge is the impersonal nature of online communication. It can be difficult to establish a connection with potential candidates, which could lead to a lack of interest in the position. Another hurdle is the complexity of the online job application process that can be a barrier for potential candidates (Maurer, 2022, para.2). Healthcare organizations may receive a high volume of applications from candidates who are not qualified for the position, which can be time-consuming to sort through. Healthcare positions often require specific skills or certifications that may not be immediately apparent from an online application. 

  

Furthermore, healthcare organizations may face challenges related to scheduling and location when dealing with out-of-state candidates. Coordinating interviews and accommodating travel can be a daunting task, and there’s always the risk of the candidate not being able to relocate. These challenges can all impact the recruitment process and make it more difficult to find the ideal candidate. 

  

Despite these challenges, online job postings can still be a valuable tool for healthcare organizations when used in conjunction with other recruitment strategies. By carefully screening applicants and utilizing technology to improve the recruitment process, healthcare organizations can attract top talent and fill critical positions within their organizations. Overall, online recruitment platforms have proven to be an essential tool in the recruitment process, and healthcare organizations can benefit significantly from using them. 

Reference 

  

Dessler, G. (2018). Human resource management (16th ed.). Pearson. 

 
Maurer, R. (2022, February 17). Most people—92%—Never finish online job applications. SHRM. https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/most-people-never-finish-online-job-applications.aspx