Recruitment through Social Media E-Learning Project

By: Thashanee Gunabalasingam and Calista Selvarajan Date Submitted: 06/23/2015 Course Code: HST860UU

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Table of Contents

Introduction .................................................................................................................................................. 2

Audience ....................................................................................................................................................... 2

Learning Objectives ...................................................................................................................................... 2

Lesson Plan ................................................................................................................................................... 3

Introduction ................................................................................................................................................. 2

Training Goal and Targeted audience ...................................................................................................................2

Training Outcome ..................................................................................................................................................2

Background Information........................................................................................................................................2

Learning Objectives ...............................................................................................................................................2

Materials needed to complete course ..................................................................................................................3

Activity #2: Social Media as a Recruitment Tool ........................................................................................ 3

Activity #3: Social Media Platforms ............................................................................................................ 4

Activity #4: Recruitment Differentiation across Generations .................................................................... 4

Activity #5: Developing a Targeted Recruitment Strategy ......................................................................... 5

Activity #6: Choosing the Right Candidate .................................................................................................. 5

The Importance of using E-learning ............................................................................................................. 6

Our Vision ..................................................................................................................................................... 6

Main Topics .................................................................................................................................................. 6

Target Audience ........................................................................................................................................... 7

Learning Objectives ...................................................................................................................................... 7

Team Member Roles and Responsibilities ................................................................................................... 7

Recruitment through Social Media Course Outline ..................................................................................... 8

Appendix A: Recruitment through Social Media E-learning Course – Team Member Contract ................ 13

Appendix B: E-Learning Course………………………………………………………………………………………………………………14

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Introduction

Welcome to recruitment through social media! This is an e-learning training comprised of several

different modules. Training is expected to last a month and a half. Each week will be comprised of one

module that users will be given a timeline of three days for completion. At the end of each week and

module there will be an interactive component containing a live discussion. Please be prepared with a

pencil and paper to take notes as your knowledge will be tested. Good luck and enjoy!

Training Goal and Targeted audience

To ensure that participating HR professionals within the range of 25-65 develop an understanding on

what ways to utilize various social media platforms in recruitment.

Training Outcome

This presentation should:

• Increase the target audiences knowledge about the different social media platforms

that exist

• Expand the audiences knowledge of the importance and evolution of social media

• Increase audiences knowledge on the influence social media has on recruitment

• Increase target audiences understanding on key characteristics that make up a good

employee

Background Information

Social media is becoming a highly discussed area of interest. It can now be regarded as an effective tool

in recruitment for many organizations. With this in mind, employers need to capitalize on this

emerging trend and use social media platforms to develop targeted recruitment strategies.

Learning Objectives

1. Recognize key characteristics on a resume that make up strong candidate (Knowledge). Recall

how social media grew to be considered a tool in recruitment (Knowledge).

2. Identify the different social media platforms in use and outlining the corresponding advantages

and disadvantages for each (Knowledge, Analysis).

3. Interpret how recruitment varies across the generations (Comprehension).

4. Creating a recruitment strategy utilizing at least three different social media platforms

(Synthesis, Application)

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5. Critiquing then selecting the best candidate based on key characteristics and best use of social

media platforms (Evaluation).

Materials needed to complete course

• Paper

• Pen/Pencil

Activity #1: What makes a good Resume?

Length: 7 minutes

Aides: Video (3 minutes), Pictures

Process: This component will include a quiz comprised of 5 questions in regards to key characteristics

found on a resume that show signs of a good resume.

In this activity the learners will learn the basics of what makes a good employee. The learners will be

taken through the process of learning the key characteristics found on a resume that shows a good

resume. In the first two minutes will be learning the information provided, then it goes into the one

minute video and then the next two minutes for the five question quiz. At the end of each activity on

Thursday’s at 6:30p.m there will be a live discussion online where the material learned in this activity

is being talked about and understood.

Activity #2: Social Media as a Recruitment Tool

Length: 8 minutes

Aides: Pictures, Video (4minutes), Chart

Process: The module will explain how employers are incorporating social media tools within the

screening process. It will also include a short quiz made up of 5 questions based on the topic discussed.

In this activity the audience will learn how employers use social media within the screening process

during the recruitment process. During this activity the audience will learn how social media creates

an impact for employers when recruiting potential candidates. In the first couple of minutes the

audience will learn different ways social media is used as a recruitment tool by employers to see

who has a chance in getting the job. Then there will be a short video to give more insight on this

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activity and the last two minutes will be for the five question quiz. At the end of this week there will

be a live discussion of the learning material and share their opinions on what they thought.

Activity #3: Social Media Platforms

Subsection 1: Social Networking Sites: Facebook, LinkedIn

Subsection 2: Micro-blogging Sites: Twitter

Subsection 3: Publishing Tools: WordPress

Subsection 4: Photo Sharing Sites: Instagram, Pinterest

Length: 12 minutes

Aides: Video (3minutes), Pictures

Process: Participating individuals will be able to identify various social media tools. This module is

designed to outline the advantages and disadvantages of the main social media platforms in use. It will

contain a quiz consisting of 8 questions.

In this activity the audience will be introduced to the main social media platforms that employer’s

use to recruit potential candidates for their companies. During this activity the instructor will be

teaching the learners the advantages and disadvantages of the main social media platforms

employer’s use for about five minutes or so. Then through the video of three minutes the learners

will learn about each platform and how effective they are from an employer’s point of view. After

the video will be four minutes to do the quiz. As like the other activities at the end of the week for

this one there will be a live discussion for everybody taking the course to have a conversation on

their thoughts, opinions and discuss any questions they have.

Activity #4: Recruitment Differentiation across Generations

Length: 5 minutes

Aides: Pictures, Chart

Process: Involved individuals will be able to identify the difference in recruitment within the various

generations. This module is will explain how recruitment is done through different age groups. It will

consist of a quiz containing 5 questions.

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In this activity the audience will be learning how recruitment is differentiated across generations. For

this activity the individuals will learn about the different generations in the workplace and how

employers recruit among these generations. There will be a chart being shown about the stats of

recruitment differentiation across generations over the years for about three minutes. The last two

minutes will be given to do the quiz. At the end this week the live discussion will take place and any

questions will be answered.

Activity #5: Developing a Targeted Recruitment Strategy

Length: 15 minutes

Aides: Pictures, Diagrams

Process: Information will be provided highlighting the advantages and disadvantages previously

discussed to help individuals remember. Individuals will then be asked to develop a strong recruitment

strategy using at least three different social media platforms. This section will include an interactive

component where users will be able to manually input their reasoning. There will be no quiz for this

section.

In this activity the users will be given a scenario to solve in which they have to develop a recruitment

strategy using at least three different social media platforms based on previous material learned in

activity 3: social media platforms. Users will be required to put everything they have learned up until

this week into coming up the best recruitment strategy. At the end there will be a live discussion for

users to talk about their outcomes from the scenario.

Activity #6: Choosing the Right Candidate

Length: 25 minutes

Aides: Pictures, Links

Process: Individuals will be given examples of two potential candidates. This will be presented as a

scenario where R&T Inc. is in need of a new marketing coordinator. Participating persons will then be

responsible for choosing the best candidate not only based on characteristics on resumes, but best use

of social media platforms.

In this activity there will be a scenario presented for the audience and from that they will have to

look through two potential candidates and choose the best one for their company based from

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looking at the best social media platforms as well as their resumes. This scenario will require

thinking and putting together all the knowledge learned in the course so far. At the end there will be

a live discussion to chat about the outcome the users got for the scenario.

The Importance of using E-learning

This lesson plan will be developed and enhanced into an e-learning course using Blackboard. This will

allow users to acquire the required motivation and adopt a more positive attitude prior to starting the

course. The e-learning experience is designed to increase a user’s engagement therefore increasing

their chances in retaining any presented information. From bright coloured buttons to makeshift

videos, participating individuals will be more inclined to complete the course. E-learning does not limit

the amount of engaged users, having the course placed online opens up the possibilities of having

users from all over participate.

Our Vision

Social media is becoming a highly discussed area of interest. It can now be regarded as an effective tool

in recruitment for many organizations. With this in mind, employers need to capitalize on this

emerging trend and use social media platforms to develop targeted recruitment strategies. Utilizing

this information, an e-learning course will be developed in order to showcase recruitment through

social media. It will be a portable tool available to all HR professionals interested in harnessing this

ever growing phenomenon.

Main Topics

1.) What makes a good employee?

2.) Social Media as a Recruitment Tool

3.) Social Media Platforms such as:

- Social Networking Sites: Facebook, LinkedIn

- Micro-blogging Sites: Twitter

- Publishing Tools: WordPress

- Phot Sharing Sites: Instagram, Pinterest

4.) Recruitment Differentiation across Generations

5.) Demonstrating use of Social Media in Recruitment

6.) Developing a Targeted Recruitment Strategy

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7.) Choosing the right Candidate

Target Audience

HR professionals within the range of 25 – 65 will develop a deeper understanding on using various

social media platforms in the recruitment process. The course will build on any existing knowledge the

employee may have.

Learning Objectives

Upon completion of this course learners will be able to:

1. Recognize key characteristics on a resume that make up strong candidate (Knowledge)

2. Recall how social media grew to be considered a tool in recruitment (Knowledge)

3. Identify the different social media platforms in use and outlining the corresponding advantages

and disadvantages for each (Knowledge, Analysis)

4. Interpret how recruitment varies across the generations (Comprehension)

5. Creating a recruitment strategy utilizing at least three different social media platforms

(Synthesis) (Application)

6. Critiquing then selecting the best candidate based on key characteristics and best use of social

media platforms (Evaluation)

Team Member Roles and Responsibilities

Group Members Roles

Thashanee Gunabalasingam Manager, Course Developer

Calista Selvarajan Performance Consultant/Designer

Role Responsibilities

Manager – Responsible for overall direction, flow and decision-making. Will constantly monitor

progress as outlined on the time line to assure all tasks are being completed with accuracy.

Course Developer – Responsible for overall appearance and design. Will map out a preliminary outline

for each activity included within the e-learning course. Job functions also include video construction

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and proper use/placement of visual aids. Will be working alongside the Project Manager and

Performance Consultant/ Designer.

Performance Consultant/Designer – Responsible for interpreting learner needs and provides design

recommendations based on those emerging needs. Once recommendations are approved by the

Project Manager, the performance consultant/designer will be responsible for the creation of course

quizzes and assignments. Will be working alongside both the Course Developer and Project Manager.

Refer to Appendix A for Team Member Contract

Recruitment through Social Media Course

Outline

Subject Title Recruitment through Social Media Subject Description Social media is becoming a highly discussed area of interest. The purpose of this course is to examine the use of social media as an effective tool in recruitment for many organizations. With this in mind, employers need to capitalize on this emerging trend and use social media platforms to develop targeted recruitment strategies. Elements covered in this course include: recognizing key characteristics of a good employee, evolution of social media, and various media platforms and their uses. Learning Outcomes

1. Increase the target audiences knowledge about the different social media platforms that exist 2. Expand the audiences knowledge of the importance and evolution of social media 3. Increase audiences knowledge on the influence social media has on recruitment 4. Increase target audiences understanding on key characteristics that make up a good employee

Essential Employability Skills

1. Responsible for managing time for reading any material provided for the activities each week. 2. Be available to participate in the live discussions. 3. Always feel free to ask questions and supply opinions. 4. Show respect for the opinions of others, failure to do so may result in expulsion from course.

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5. Anything mentioned in the live discussion must be solely course related and not personal; if such instructions are not followed disciplinary actions will be taken.

Prerequisite(s) Some knowledge of various social media platforms. Topic Outline

1.) What makes a good employee?

2.) Social Media as a Recruitment Tool

3.) Social Media Platforms such as:

- Social Networking Sites: Facebook, LinkedIn

- Micro-blogging Sites: Twitter

- Publishing Tools: WordPress

- Phot Sharing Sites: Instagram, Pinterest

4.) Recruitment Differentiation across Generations

5.) Demonstrating use of Social Media in Recruitment

6.) Developing a Targeted Recruitment Strategy

7.) Choosing the right Candidate

Mode of Instruction

Content for the course will comprise of a single activity each week that users will be given a timeline of

three days for completion. At the end of each week and activity employees are expected to participate

in the live discussion. Each activity contains a mix of readings and course related media.

Required Supplies

- Paper

- Pen/Pencil

Promotion Policy

Grading Policy

EXC Excellent

SAT Satisfactory

UNSAT Unsatisfactory

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Modes of Evaluation

Quizzes: (5 quizzes – 5 marks each) 70% Assignments (2 assignments – 5 marks each) 30% Total: 100% Missed Tests Employees are required to complete all quizzes and assignments provided for each activity. Failure to comply with these instructions may result in not being able to proceed onto next activity and complete course. If employee has valid reasoning for missing quizzes or assignments they are responsible for contacting their respective managers immediately.

Everything Worked On In the process of making a course for the e-learning project there has been work done in PowerPoints which will be shown below. There has also been video that has been transcribed. Transcribed Video - Biggest Common Mistakes in Resumes

There is no such thing as a perfect resume. However, you can avoid some common mistakes that can

significantly lower your chances of getting a job or even an interview. Let's review some of the biggest

mistakes that you can make on your resume! (0:15)

1) Lying on your resume

Did you know that according to a recent study, more than half of resumes have false information? Or

did you know that more than 70% of surveyed college students admitted that they would lie on their

resume to get a job they want!? (0:33)

The fact is that a skilled hiring manager can easily find the misleading information in your resume. Even

if you are qualified for the position, false information can take away the job that perhaps you could

have easily got. (0:46)

2) Not getting a second opinion on your resume

You might think that you have got the perfect resume, but the chances are that you are wrong. Ask at

least two or three qualified people to review your resume and find spelling errors, important

information that is missing or irrelevant information that should be removed from your resume. (1:15)

3) Lack of specifics and details

You should provide details for any claim that you make. If you have increased the company's profit in

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your previous position, the amount should be clear. If you have managed people or projects, the exact

number and details should be provided. In these competitive job markets, lack of such details can cost

you dearly. (1:42)

4) Sharing personal information and having phrases that make you look less professional.

Sharing too much information can be very costly. This includes providing links to your social media

profiles, especially if you have had embarrassing public moments. Sharing interests can also work

against you. Assume that a Manchester United fan reviews your resume and you state that you are a

die-hard Arsenal fan! Chances of getting the job: zero! Also everyone expects that your references are

available upon request, so whatever you do, don't put "References available upon request" on your

resume. It makes you look amateurish and less professional! (2:29)

5) Having a very long resume

Hiring managers might even receive several hundred resumes for some positions. Especially, if the

company has multiple openings, they have little time to spend on reading your resume. Having more

than two pages might really lower your chances of getting an interview, if you are not applying for an

academic position. There is also a higher chance of having mistakes in your resume. (2:55)

When you write the resume, think about it like this: can a hiring manager get a good understanding of

your skills and capabilities after reviewing your resume for around 30 seconds? If not, you need to start

revising it! (3:10)

UID Elements

Accessible: We had our videos transcribed so that it is easier for anyone watching the video to

understand. All videos have audio in them as well. It is accessible as the course is online as well as

available to all users and the users are not required to physically meet. There is a live discussion

component we have incorporated at the end of each week for each activity to provide help for

students who have any questions.

Flexible: For this aspect users were given 4 days for each activity and live discussions were all day on

Friday of each week to provide clarification. The online course had easy access through

announcements which contained course links. It was easy to use and simple to follow for all users

going through the online course. It was flexible as it provides instructors availability through the live

discussion component, Instant Messaging app on Blackboard and through email.

Consistent: All instructions and material provided for each activity was straightforward. There were

announcements already created prior to starting day with the set days to appear to users making it

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consistent and straightforward to use. Each activity contains a form of testing either by having a quiz or

scenario for the users to test their knowledge on the material learned in each activity.

Explicit: All sections in the course are with clear and unique names. It provides instructors information,

course details, course material and announcements. Each section is given a description of what it

contains so it can be easily understood.

Supportive: Recruitment Through Social Media course provides users with email, instant messaging

and live discussion availability. It provides users with weekly announcements for them to be update

and be prepared for upcoming activities.

Effort: Users don’t need to download any software to take the course or to continue on with it. To bel

able to do the course users have the ability to use any form of internet platform such as chrome,

Mozilla internet explorer etc. The course provides a live discussion for users so users receive quick

answers and there is no need to physically meet up. Weekly announcements are posted to remind

users of what needs to be done for that week and it will also contain course links for required activity

material for the specific week.

Learning Space: Blackboard is simple to use, there is a greater chance of familiarity since many

institutions utilize blackboard. It is detail oriented and contains a balance of information and media.

Blackboard is designed for comfort of the user and follow their pace.

Future Implications

In building this course there was a lot that we learned in terms of how to put together a course with

the elements needed to fit our specific target audience and to make it as creative as possible to keep

the attention of the users. The experience behind building our Recruitment Through Social Media was

different as there were couple of challenges we went through in terms of getting the information we

wanted as well as making sure it was put together accurately so that it would be in the easiest way

possible for the user to learn the material. Behind building this course the experience was unique as it

was different something we have never done and it was an interesting experience to go through to

make our own course that we would teach to the class. In the future this course can go even further if

we add more information and knowledge into it as there are more aspects that can be brought into

within this course that can be learned. For the future this course can even become better as there

were only certain elements in this topic area that we mentioned and there are more sections to this

topic that can be explored into. One of the changes that can be made is to talk more about the

recruitment strategies that employer’s use to hire candidates, how social media continues and will

always continue to play a part in recruitment as technology is changing and new sites are being made

all the time. Another element that can be incorporated would be to add information on other social

media platforms that companies use to hire as the ones mentioned in the course are only some of

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what employer’s use in hiring candidates. Lastly another element that could be incorporated for the

future is to explore the different areas of how recruitment through social media works in different

types of industries in the workplace.

Appendix A:

Recruitment through Social Media E-learning Course – Team Member Contract

The Recruitment through Social Media e-learning course is being developed to help HR professionals between

the ages of 25 – 65 understand the influence social media platforms have on recruitment. Training will be

approximately a month and a half and will be comprised of several different activities where users will read the

prescribed material and be tested on their knowledge. Videos and other visual aids will be provided to help

increase user engagement.

As part of a team in the development, design and implementation of the course mentioned above, all members

agree to fulfill any and all responsibilities associated with their given roles.

Group Members Roles

Thashanee Gunabalasingam Manager, Course Developer

Calista Selvarajan Performance Consultant/Designer

Role Responsibilities

Manager – Responsible for overall direction, flow and decision-making. Will constantly monitor progress as

outlined on the time line to assure all tasks are being completed with accuracy.

Course Developer – Responsible for overall appearance and design. Will map out a preliminary outline for each

activity included within the e-learning course. Job functions also include video construction and proper

use/placement of visual aids. Will be working alongside the Project Manager and Performance Consultant/

Designer.

Performance Consultant/Designer – Responsible for interpreting learner needs and provides design

recommendations based on those emerging needs. Once recommendations are approved by the Project

Manager, the performance consultant/designer will be responsible for the creation of course quizzes and

assignments. Will be working alongside both the Course Developer and Project Manager.

All team members will work collaboratively as a group, as their success and the completion of any duty includes

all parties involved in the e-learning course development process. All members must strive to meet deadlines

and goals to the best of their ability. Failure to do so will result in immediate disciplinary action or team

expulsion.

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Date__________________________

______________________________ ______________________________ Project Manager/Course Developer Performance Consultant/ Course Developer Thashanee Gunabalasingam Calista Selvarajan

Appendix B: E-learning Course Home Screen:

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Welcome Screen:

Course Announcements: Part 1:

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Part 2:

Course Information Part 1:

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Course Information Part 2:

Instructor Information:

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Course Materials – Activities:

Activity 1:

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Activity 2:

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Activity 3:

Activity 4:

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Activity 5:

Activity 6:

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Summary:

PowerPoint version of Course

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Bitstrips Created: Activity 1

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Activity 2:

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Activity 3:

Activity 4:

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Activity 5:

Activity 6:

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