My MIBA thesis presentation about using social networking sites for recruiting by Enas Wahdan @ Ecole Supérieure Libre des Sciences Commerciales Appliquées (ESLSCA) 04 - Dec- 2010 Cairo , Egypt

1. SOCIAL NETWORKING SITES &
ONLINE RECRUITMENT
Presented by : Enas Wahdan
ESLSCA 28
Supervised by : Dr. Ahmed Shalaby

2. Contents
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• Introduction • Research Methodology
• Literature Review ◦ Research Problem
◦ Social Networking Sites ◦ Research Questions
◦ History of social networking ◦ Research Sample
websites
◦ Method of data collection
◦ Most popular social networking
sites
• Research Findings and Analysis
◦ Social Networking Usage
◦ Recruitment ◦ Survey Results
◦ E-Recruitment "Online • Conclusion and Recommendations
recruitment"
◦ Social Recruiting
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3. Introduction
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• This research aim to investigate the concept of social recruiting from
the perception of both organizations and job seekers.
• Investigate if they could accept to switch from the traditional
methods for recruiting to this new trend by researching existing
literature from a range of sources and by conducting primary
research among the users of social networking sites.
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4. Literature Review
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Social Networking Sites
◦ Social networking sites defined as web-based services that allow individuals to (1)
construct a public or a semi-public profile within a bounded system, (2) articulate a
list of other users with whom they share a connection, and (3) view and traverse
their list of connections and those made by others within the system” (Boyd and Ellison
2008 ).
◦ Social networks are online communities of people who typically share a common
interest or activity.
◦ They are powerful in their ability to facilitate communication.
◦ SNSs users create profiles describe their interests and activities, using it to connect
with friends.
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5. Literature Review
History of Social Networking Websites
• First hint of SNSs was witnessed in 1997
through formation of sixdegrees.com
• Creation of Live Journal in 1999.
• Cyworld 'Korea' , Lunar Storm 'Sweden' &
Ryze.com ' San Francisco' in 2001.
• Friendster 2002
• LinkedIn & MySpace 2003
• Facebook 2004
• Bebo 2005
• Twitter 2006
• Google Buzz 2010
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6. Literature Review
Most popular Social Networking Sites
Facebook “2004”
• Facebook platform helps people communicate more efficiently with their friends,
family and coworkers.
• More than 500 million active users, average user has 130 friends; People spend
over 700 billion minutes per month on Facebook and its currently attracting most of
the traffic among its competitors.
Linkedin “2003”
• Linkedin is an interconnected network of experienced professionals from around
the world.
• Linkedin has over 80 million members in over 200 countries ,Executives from all
Fortune 500 companies are Linkedin members.
• It's a professional network of trusted contacts gives an advantage in career path.
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7. Literature Review
Most popular social networking sites
Twitter “2006”
• Twitter is a real-time information network that connects its users to the latest
information about what they find interesting. Simply find the public streams, find
most compelling and follow the conversations.
• Twitter has 175 million registered users. 95M tweets are written per day.
• Twitter connects businesses to customers in real-time. Businesses use Twitter to
quickly share information with people interested in their products and services,
gather real-time market intelligence and feedback, and build relationships with
customers, partners and influential people.
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8. Literature Review
Social Networking Sites Usage
(1) Most used social networking sites globally and time spent on each
site
(2)
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9. Literature Review
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Recruitment
• Recruitment is the process of attracting individuals on a timely basis, in sufficient
numbers, and with appropriate qualifications, and encouraging them to apply for
jobs with an organization
• Recruitment must be done efficiently to increase the organization productivity and
to avoid consequences of poor recruitment such as “employees turn over , high
direct costs, a disruptive effect on the use of managerial time. It also affect the
morale, motivation and job satisfaction of staff and on the level of organizational
performance and customer satisfaction”.
• Recruitment traditional methods differ depending on organization’s budget, type of
required candidate and type of position
◦ Internal recruitment
◦ External recruitment
◦ Employee referral
◦ Print Ads.
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10. Literature Review
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E-Recruitment “Online Recruitment”
• E-recruitment, also known as online recruitment , internet recruiting or
cyberecruiting refers to the practice of advertising job vacancies online, and the
formal sourcing about jobs online.
• It uses the power of the internet to match people to jobs, where organizations
advertise vacancies on either job sites or their own websites.
• Its highly effective in attracting large number of applicants with lower costs and it
saves time.
• It offers a direct communication between both candidates and organizations, where
candidates information are available, and that would facilitate recruiting process.
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11. Literature Review
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Social Recruiting
• Social recruiting is when companies and
recruiters use Facebook, Linkedin, Twitter and 80% of companies Plan to recruit using SNSs
other social media sites to source and recruit
candidates for employment. 46% of respondents Plan to spend more on social
recruiting
• Social recruiting gives the employers a wider
range to hunt for talents, provides increased 36% Spend less on job boards
opportunities for prospective employees. 38% Spend less on third party
• On social networking sites, the employers find recruiters
a lot about a candidate before contacting them 71% of respondents Are hiring now
for an interview.
35% Ready to hire Now as their
• social recruiting considered to be a new business is booming
marketing strategy for HR departments on
organizations and a potential way of marketing 92% of actively Use or plan to start recruiting
job seekers them selves on these communities to hiring using SNSs
be haunted.
86% use linkedin,60% use Facebook,50% use Twitter
• Jobvite social Recruiting Survey 2010" showed Jobvite survey results 2010
that :
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12. Research Methodology
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Research Problem
• This research mainly focuses on understanding the social
networking sites nature and the factors that has contributed to the
success of social networking sites as an effective marketing tool and
a way of communication in the present time, also to investigate how
it can be used by organizations to enhance online recruitment
activities and to identify the perception of users engaged by this
approach.
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13. Research Methodology
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Research Questions
• How do social networking sites members perceive the
organizations approaching them through SNSs?
• How social networking sites can be used by organizations to
enhance online recruitment activities?
• What are the perception and opinions of SNSs members and
recruiters about social recruiting approach?
◦ Do they find it effective to be used?
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14. Research Methodology
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Research Sample
• The sample chosen for this research included mainly social networking
sites members such as Facebook, Linkedin.
• The sample varied between recruiters, HR managers, HR specialists and
job seekers from different levels "juniors, seniors and executives" who's
seeking new jobs, or aiming to change their career path using SNSs " and
at the same time members of job groups on each Facebook and linkedin.
• The sample includes 157 respondents.
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15. Research Methodology
Method of data collection
• Questionnaire designed for both Job Seekers & Recruiters.
• The questionnaire consists of 24 questions , including 2 open questions.
• Categorized to four parts , first part is general part to define the
demographics of respondents and their profiles second part about internet
usage, third part about SNSs and finally forth part about recruitment and
social recruiting approach.
• Questionnaire was sent in form of web self completion survey via email
and using Facebook and Linkedin groups.
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16. Research Findings and Analysis
Survey Results
 Age & education level are two important factors influence the adaptation
of respondents to social recruiting as a new trend.
 The highly rate usage of social networking sites among respondents will
allow the spreading of the new idea about switching to social recruiting
 Results showed that high rates of using SNSs can be used by both job
seekers and recruiters to communicate and get right feedbacks in no time.
 SNSs members and their profiles are the best way to find active and
passive job seekers as long as they are qualified.
 Organizations presence on SNSs considered to be an essential tool of
marketing and communication.
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17. Research Findings and Analysis
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18. Research Findings and Analysis
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19. Research Findings and Analysis
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20. Research Findings and Analysis
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21. Research Findings and Analysis
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• Passive Job Seeker is defined as
someone that is not actively hunting for a
job, but would consider a job if considered
better" in another wordings " candidates
are those who are not actively searching
for a job. They are happy in their present
position and organization, and are not
looking out for a change anytime soon"
most of the time they are people between
mid to senior levels, many with a high
level of expertise in their field, that would
give an indicator that recruiters can haunt
good talented workers even if they are a
passive job seekers by presenting the
available vacancies in an attractive way to
attract these segment who are searching for
certain criteria in their next Job or
position.
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22. Research Findings and Analysis
• They found it positive as recruiters
can filter candidates by their profile
upon the requested qualifications for
the job.
• Other found that it's positive as the
social networking sites support the
employer with all information wanted
about the applicants through their
profile on SNS.
• Others found it Negative as they
assumed the weakness of this Social networking sites users' attitude toward
contacting them through SNSs.
organization as they used SNSs as a
tool to find people.
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23. Research Findings and Analysis
• They described SNSs as highly active
communities , effective communication tool
and quick and easy way to reach companies
Users contacting organizations on SNSs
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24. Research Findings and Analysis
• Organizations presences in social
networking sites are highly
appreciated and useful in the present
time as it’s a good tool for
marketing, branding and considered
to be a wide pool to attract required Organizations using social networking
candidates for available vacancies. sites for Recruitment
Members recommendations for SNSs use
for their companies
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25. Research Findings and Analysis
Social media usage for recruitment by companies
Social Media Usage in different activities by companies 25

26. Research Findings and Analysis
Effectiveness of SNSs role for online
recruitment
Cost effectiveness of recruiting using SNSs
Efficiency of SNSs in recruiting talented candidates
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27. Conclusion and Recommendations
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• The aim of this research was to investigate if social networking sites can be
used by organizations to enhance online recruitment, also to measure the
perception of both job seekers and recruiters whose also are social
networking sites users about social recruiting approach , in another
wording " Online recruitment through social networking sites "
 From both the literature review and survey findings:
• Social networking sites are a new trend experiencing a rapid growth,
considered to be a perfect place to communicate and interact with people.
• Social networking sites are highly used for searching jobs, and also for
advertising available jobs by recruiters as it’s a wide pool to attract good
and talented workers.
• For organizations and recruiters social networking sites act as a good tool
to find the requested qualified candidates and that’s because of its nature of
sharing information about members.
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28. Conclusion and Recommendations
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• From the survey results Managers are opened to the idea of using social
networking sites for many activities such as recruiting, advertising jobs
for free and paid ads also , and direct sourcing.
• Online recruitment through social networking sites " social recruiting"
is a new trend perceived as an efficient and effective way by the
majority of respondents, facilitate the easy reach for both sides "
recruiters and job seekers"
• Usage of online recruitment may save time and costs in searching for
candidates; they also allow job seekers to apply to more companies and
positions.
• For those passive job seekers, social recruiting is a better way to reach
them from their profiles on social networking sites.
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31. Recommendations
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• Organizations should have a strategy to deal with new trends such as social
networking sites in the context of its activities "marketing, recruitment etc"
and should benefit from the advantages of these trends.
• Social recruiting is an effective way "easy, fast and cost effective" to hunt
the qualified candidates and organizations should consider this concept in
their hiring plan in order to lower the cost and get the best candidates with
the requested qualifications.
• Social networking sites is a new trend should be adopted in organizations
as it’s an efficient and cost effective solution for many activities in the
organization such as marketing, branding, recruiting, public relations and
many other activities within the organization.
• Further Research
• Further research would be conducted to set the strategies organizations
should follow in their hiring plan while using social networking sites.
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Thank You
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