roles of social medias in the human ressources management

“Social Medias:Innovative tools for the human

resources management”

M. Amine MOUTCHOU

Supervisor: DR. Jihad PHARAON

Knowledge higher education computer and business institute

2015

Morocco

“Social Medias: Innovative tools for the human resources management”

1

The copyright page

Table of contents:

2

Acknowledgment…………………………………………………………………………………………………………………5

Summary……………………………………………………………………………………………………………………………..6

General Introduction………………………………………………………………………………..………………………………….……7

Part I: overview

Chapter 1: Human resources management ant the new environment………………………………9

A- The importance of social medias in management……………………………………………….…9B- The emergence and the rise of social medias awareness and responsiveness.....….....9C- The context of the research.………………………………..…………………………….……….........…10D- The general problematic.…………………………………………………..…………………………………….10E- What is human resources management?....................................................................10F- The main functions of human resources managers………………………….………………..…..11G- The roles of human resources managers inside the organization………………..…………..11H- Human resources management and globalization………………………………………..…………12

Chapter2: Human resources management and social Medias

A- What are social Medias and how professionals use them?…………………………...………..14B- How human resources managers deal with social medias in their work?...................18

B-1 Setting Social Medias goals………………………………………………………………….…………...18B-2 Use social Medias for Promoting, Recruiting and checking…………………………..…..19

C- What are the results of using social Medias platforms for the human resources management?............................................................................................................19

Chapter3: The benefits of using social Medias

A- What do social Medias platforms offer to human resources managers?…………………19B- What candidates gain from interacting with offers in social Medias?........................20C- What is the future of social Medias?……………………………………………………………………….20

Part II: Investigations and expertise

Chapter 1: Building careers through social Medias platforms……………………………

A- The values of using social Medias in career development……………..…………….………….23B- Advantages and disadvantages of using social Medias………………………….…………………24

Chapter 2: Illustrations……………….………………………………………………………………………….

3

A- Case study: “Measuring the success of a recruitment process using social Medias platforms” ……………………………………………………………………………………………………………..

B- Testimonials and statements…………………………………………………………………………………

Part III: Recommendations and conclusions

Chapter1: Guidelines for sustainable use of social Medias………………………………….................

A- What are the perspectives in using social Medias for the human resources management?..............................................................................................................25

B- Recommendations and Advices to be effective in using social Medias for professional purposes……………………………………………………………………………………………………………….…2

C- Examples of some professional social Medias………………………………...……………….…..…26

General conclusion……………………………………………………………………………………………………….…....34

Bibliography……………………………………………………………………………………………………………………..…35

Appendices……………………………………………………………………………………………………………….…………36

4

Acknowledgment

This project is the product of quantitative and qualitative researches, directive observations, analysis and experimentations.

I would like to thank the holly god for help during the period of preparation and all the precious persons who supported in this project.

My thanks go beyond to family and to professionals interviewed as well as to professionals in the field of Human resources management, Communication and advertising, Finance and Marketing that gave an interest and a concern to the subject and to the cause.

My gratitude is also presented to the professorial corps and to supervisors.

5

Summary:

In the modern economy; it is important to consider every aspect that could or may impact and influence the organization.

The aim to do such a research is to support the academic level as well as the professional level and for scientific and technical approaches.

The main purposes of this study are to:

- Examine the role of social Medias in the human resources management.

- Demonstrate the feasibility of using social media tools in the global strategy for the human resources management.

- Explore why we should be using social Media platforms in businesses.

- Offer alternative solutions for managers.

- Analyze and explain the evolution of social Medias platforms in business.

- Interact with professionals (Managers, Human resources Managers and directors…)

- Measure the credibility and the efficiency of using social media for professional purposes.

6

General Introduction

Considering current and recent researches; The international and the national job market become more and more mature and diverse due to development and investment in the field of human resource management and because of corporates exigencies.

In this viewpoint, human resources managers in organizations are aware of the importance of implementing and conceiving new strategies that help the company promote well its brand, sector, fields… and find good talents and potential employees based on their professional experience, academic level, and acquired or required knowledge.

In this perspective, Social Medias platforms help human resources managers promote job offers, quickly and within large or targeted segments, find interested and potential employees and help the job seekers get the job and the position desired.

The intention of this project is to explain the interrelation between human resources management and social Medias and state the advantages of using social Medias platforms in a multi-complex environment.

7

Part I: overview

8

Chapter 1: Human resources management and the new environment

A- The importance of social medias in management

Major part of managers confirms using social Medias platforms in their work, activities and tasks as tools of new Medias.

They use social Medias platforms especially to be updated to what is new, publish and share information and benefit from the different services provided (Advertising, Marketing, Public relations, Community management, Human resources management, Business, Sales).

The frequent use can be explained by its practicality; Social medias in fact, do not require more than a device (Mobile phone, Computer or Tablet relied to internet network).

Creating profiles in social Medias platforms is generally free which allow managers to use them in diverse way.

In today’s environment; not opting for an overall social Medias strategy is traditional with limited focuses and perspectives and lack of aim and that explains the importance of social Medias in management especially in today’s changing environment.

B- The emergence and the rise of social medias awareness and responsiveness

In today’s web environment; everyone who is browsing in the Internet is exposed to social media platforms.

Recent researches confirm that over 80% of Internet users have an account on a social media platform; An Internet user can use more than one platform for several reasons and purposes and has eventually accounts on different sites.

The average time and the frequency of using social Medias are remarkable and professionals acknowledge the fact that social Medias offer and respond to different needs and desires (Communication, Entertainment…)

Moreover, websites such as (Google, Facebook, Linkedin, Twitter, Dailymotion, Viadeo…) are with the highest percentage and level of visits in the Internet. (Source: http://www.alexa.com).

9

Using Social Media Sites:

To start using a social media site, most require that you register, create a profile, and then add followers to create your network. Social Medias sites provide a variety of purposes of use and panoply of privacy setting.

Whatever your intentions are in using social Medias platforms, do have goals and objectives so that you can measure and consider the results with the time you invest in social Medias.

For many, sites such as Facebook, Google are platforms that allow staying in touch with members of networks and relatives. For others, the goal is to tap into another opportunity for professional goals.

C- The context of the research

Technology as an important factor and determinant of the success of any business affects directly and indirectly on the business and its relations with the market.Due to research and development focuses; new technologies permit the organization to be effective and efficient and to be competitive and attract more clients and customers.

Adopting new technologies among the firsts is important for every organization that is projecting for the future and willing to benefit from the advantages it present.

Social Medias platforms are provided as new technological phenomenon, with ideas of communication and networking and thus social Medias become sources of information, sharing interfaces and platforms for marketing, human resources management and branding or public relations (Community management).It is necessarily important to study this phenomenon to manage the use and control the perspectives and the potential deviations…This study tends to find better customs for both managers and talents, practical to their works and needs in the new exigent environment.

D- The general problematic

Diversifying the strategy and the policy of the human resources management is primordial to attain goals and objectives and it is what makes the difference in businesses.

10

Professionals are considering the evolution of the internet and are enthusiastic to benefit from its advantages in the human resources management level, and to create new spaces for interaction that can interest and motivate users.

Besides; developers are developing and launching new services and tools for recruitment and new possibilities for interaction.

This project tends to figure out these issues and interrelations by stating new alternatives for human resources managers. Appeal and invite for experimentation, demonstrate its importance in the human resources management as well as the human resources development levels and state the advantages and the changes they brought to business.

E- What is human resources management?

Human resources management is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization.

Human resources management is the organizational function that deals with issues related to people such as compensation and performance management.

Human resources management is a strategic and comprehensive approach to managing people and the workplace culture and environment. Effective Human resources management enables employees to contribute effectively and productively to the overall company direction and the accomplishment of the organization's goals and objectives.

Human resources management is moving away from traditional personnel administration, and transactional roles, which are increasingly outsourced. Human resources management is now expected to add value to the strategic utilization of employees. The new role of Human resources management involves strategic direction and Human resources management metrics and measurements to demonstrate value.

F- The functions of human resources managers

The main functions and occupations of Human resources managers are to attract, keep, develop, and motivate employees. To do so, human resources managers conceive and implement a plan that can be adjusted in time considering eventual changes.

In addition to planning processes, human resources managers organize resources, direct employees, coordinate and control results and outcomes.

11

Other functions are: Hiring and Recruiting, Promoting, Contracts transferring, Human resources development, Payment and rewards, Personnel’s administration and Training.

G- The roles of human resources managers inside the organization

The human resources managers are primarily responsible for conceiving and implementing a strategy and a policy suitable for the goals and the objectives conceived and set by top management.

They play different roles within the organization and are responsible for the wealth of the organization.

Skills in leadership, competencies in management and communication are needed to motivate employees, delegate and assign tasks, control execution, notice achievements and create rotations or logical paths.

The extended roles are to find the best ways to do or to execute tasks; they use different means and are aware of the diversity in the market.

H- Human resources management and globalization

In different cultures and in different work places, working in groups and in teams obliges the presence of management, policies and procedures.

Management of human resources focuses sometimes on the resources provided so to allow productivity, achievements…

Globalization made the work of human resources managers completely responsive in terms of technology adoption.

The complexity and the diversity of profiles in the market and the rapid expansion of technology made the use of new technologies fundamental.

12

Chapter2: Human resources management and social Medias

A- What are social Medias and how professionals use them?

Social Medias are computer-mediated communication tools and platforms that people use to publish limited or unlimited contents and interact socially online. User generated content includes documents, files, articles, images and pictures…

Recently, social Medias platforms provide services for recruitment, serving customers, professional networking, and branding.

Extended definitions:

(Reference**************************)

1- To start, Wikipedia, the social media go-to reference created by the public in the form of thousands of contributors, defines Social media as “media for social interaction, using highly accessible and scalable communication techniques. Social media is the use of web-based and mobile technologies to turn communication into interactive dialogue.”

2- Social media consists of various user-driven (inbound marketing) channels (Facebook, Twitter, blogs, YouTube). These channels represent a stark difference from the advertiser-driven (outbound marketing) push model. As the principal owner of the customer relationship in the firm, typically, the marketing department is responsible for managing these social media channels. Although some may argue that the customer relationship is “everyone’s” responsibility in the firm, the overarching responsibility rests with the marketing department as the champion for the customer.

3- Social media is today’s most transparent, engaging and interactive form of public relations. It combines the true grit of real time content with the beauty of authentic peer-to-peer communication.

4- Social media is not about what each one of us does or says, but about what we do and say together, worldwide, to communicate in all directions at any time, by any possible (digital) means.

13

5- Social Media is a new marketing tool that allows you to get to know your customers and prospects in ways that were previously not possible. This information and knowledge must be paid for with output of respect, trustworthiness, and honesty. Social Media is not a fad, but I also think it’s just the beginning of the marketing revolution – not the end.

6- Social Media are the platforms that enable the interactive web by engaging users to participate in, comment on and create content as means of communicating with their social graph, other users and the public. Social media has the following characteristics:- Encompasses wide variety of content formats including text, video, photographs, audio, PDF and PowerPoint. (Social content is a by-product of creating content with your community.)- Allows interactions to cross one or more platforms through social sharing, email and feeds.- Involves different levels of engagement by participants who can create, comment or lurk on social media networks.- Facilitates enhanced speed and breadth of information dissemination.- Provides for one-to-one, one-to-many and many-to-many communications.- Enables communication to take place in real time or asynchronously over time.- If device indifferent. It can take place via a computer (including laptops and netbooks), tablets (including iPads, iTouch and others) and mobile phones (particularly smartphones).- Extends engagement by creating real-time online events, extending online interactions offline, or augmenting live events online.

7- Social media broadly defined consists of any online platform or channel for user generated content. By this definition, for example, WordPress, Sharepoint, and Lithium qualify as social media, as do YouTube, Facebook and Twitter. Social media more narrowly defined includes only channels for user-generated content, as distinguished from platforms, which are referred to as social technologies. By this definition, for example, YouTube, Facebook, and Twitter are social media, and WordPress, Sharepoint and Lithium are social technologies.

8- Social media is digital content and interaction that is created by and between people.

14

9- Now we get information, 24/7 and from anywhere. In the more traditional senses, online, on our phones, and through the social platforms. Social media allows us to network, to find people with like interests, and to meet people who can become friends or customers. It flattens out the world and gives us access to people we never would have been able to meet otherwise.

10- We are still trying to come to terms with the definition of social media. To start I think we should look at what it is not. The biggest problem I have with the term “social media” is that it isn’t media in the traditional sense. Twitter, Facebook, LinkedIn, and all the others aren’t media; they are platforms for interaction and networking. All the traditional media — print, broadcast, search, and so on — provide platforms for delivery of ads near and around relevant content.

11- Markets have become conversations. Social media are the online platforms and locations that provide a way for people to participate in these conversations. For individuals it is a way to connect and share content with friends and like-minded people. For businesses it is a way to tap into what people are saying about your brand, your product and or your service, participate in the conversations, be open to new ideas and then use these insights to make better business decisions.

12- Social media = people’s conversations and actions online that can be mined by advertisers for insights but not coerced to pass along marketing messages. It is the new form of media that does not exist until it happens and that cannot be bought by advertisers to carry their messages.

13- Social medias are the tools, services, and communication facilitating connection between peers with common interests.

14- Social media are the online technologies and practices that people use to share content, opinions, insights, experiences, perspectives, and media themselves. They are media for social interaction. You can tell social software because it is no fun to use by yourself – an account with no friends connected has no value.

15- Social media is an ever-growing and evolving collection of online tools, platforms and applications that enable all of us to interact with and share information. Increasingly, it is both the connective tissue and neural net of the Web.

16- Social media is a reflection of conversations happening every day, whether at the supermarket, the train, the watercooler or the playground. It just allows for those conversations to reach a broader audience due to digital being a megaphone for scale

17- Social media is online text, pictures, videos and links, shared amongst people and organizations.

18- Most organizations approach social media wrong. They ask “who should own it?” as if it were simply another channel like email or search. Social media is not one thing. It’s five distinct things:- It is a strategic tool for uncovering business insights.- It is managing the influencers who are driving the conversation around your brand.- It is marketing that provides value and turns customers into evangelists.- It is a critical component customer care.- It is transforming your organization to meet the transparency and humanity customers now expect of brands.

15

19- Social media is digital, content-based communications based on the interactions enabled by a plethora of web technologies.

20- Social media is a collection of online platforms and tools that people use to share content, profiles, opinions, insights, experiences, perspectives and media itself, facilitating conversations and interactions online between groups of people.- Social Medias are the platforms and tools.- Social Networking is the act of connecting on social media platforms.- Social Media Marketing is how businesses join the conversation in an authentic and transparent way to build relationships.

21- With social media, I think there is a literal definition concerning the media that people create and share online. But there is also the notion that social media is about the technology that facilitates individuals and groups of people to connect and interact, create and share. Unlike other software that works fine with a single user, social media applications and websites work better the more people there are using them. Technology that facilitates collective wisdom, engagement, creation and sharing – that is what I consider “social media”.

22- Social media is any of a number of individual web-based applications aggregating users who are able to conduct one-to-one and one-to-many two-way conversations.

23- Social media is the media channel that relies on listening and conversation, as opposed to a monologue, to get your point across, make a connection and build a relationship.

24- Social media is all about leveraging online tools that promote sharing and conversations, which ultimately lead to engagement with current and future customers and influencers in your target market. The key to social media working is having a content marketing strategy that involves the distribution of valuable, relevant and compelling content that promotes the behavior you are looking for that will ultimately drive your business. Most businesses start with the tools. Effective social media starts with a content strategy that helps to position you and your brand as the expert in your niche through provocative, informative and helpful content. Then, once that is accomplished, the social media tools are now available today that make the plan come together.

25- There are three hallmarks of social media: Evolution, Revolution and Contribution. First, it is an evolution of how we communicate, replacing email in many cases. It’s a revolution: For the first time in history we have access to free, instantaneous, global communication. We’re living in an exciting time. Third, social media is distinguished by the ability of everybody to share and contribute as a

26- Social media is communication channels or tools used to store, aggregate, share, discuss or deliver information within online communities. The focus is on interaction and relationships, not the almighty cash.

16

publisher.27- Social Media is simply another arrow to be shot in a company’s marketing quiver. The first goal of all of the arrows used together is to generate revenue.

28- Social media platforms make it easier to share information–usually online. But a bulletin board at a grocery store or in a college dorm qualifies too.

29- Most literally, social media would be any object or tool that connects people in dialogue or interaction — in person, in print, or online. In common usage, social media has come to mean a specific category practices, technology, tools, and online sites that involve social relationships, participation, and user-generated content.

30- Social Media is the new Wild, Wild West of Marketing, with brands, businesses, and organizations jostling with individuals to make news, friends, connections and build communities in the virtual space. A plethora of platforms ranging from Facebook, Twitter, LinkedIn and YouTube to a vast variety of newly emerging and rapidly dwindling services, like, Foursquare and MySpace, social media is all about influencing people one-on-one, and achieving P2P (person-to-person) communication that influences awareness, acceptance and behavior. Powerful tactics and tools of communication, social networks can and should play an important role in every brand-building, maintenance and protection strategy.

B- How human resources managers deal with social Medias in their work?

B-1 Setting Social Medias goals

For human resources managers, these are some social Medias goals and objectives:

- Develop a network of professionals and easily stay up-to-date and in touch with them.

- Recruit potential employees within your business page, your professional and personal social network, and the professional and personal social networks of your employees.

- Search on candidate’s names and information to confirm your immediate feelings about the persons you want to hire.

- Check that persons present an online image that is consistent and relevant and inviting or appealing.

- Strengthen professional and personal brand and reinforce business brand.- Network with people who share interest in a career, a profession, or a topic.

17

- Create a space around in which interested or users of your product or service can interact with you and develop a relationship to build brand loyalty, positive word-of-mouth…

- Solicit feedback, provide customer services, and solve consumer’s problems rapidly.- Respond to the market demands and offers.

B-2 Use social Medias for Promoting, Recruiting and checking

Online social Medias web sites and applications provide significant opportunities for employers who want to recruit potential employees. But, they also present significant challenges if employers want to use them for promoting job offers, screening and checking employee’s job references and experiences.

The practice of social medias screening and background checks by employers is marginal. But, the percentage of employers checking online information will grow as using online social Medias becomes further entrenched in the fabric of social networking and job searching.

C- What are the results of using social Medias platforms for the human resources management?

The results of using social Medias platforms for the human resources management are highly considerable and significant:

- Finding potential candidates and profiles- Finding qualified and talented employees- Quickly promote job offers- Enrich a professional network- Attract specific segments (Students, researchers, professionals, specialists…)- Express and precise the needs of the organization- Reinforce the digital strategy and the positioning of the organization- Market the employer’s brand

Chapter3: The benefits of using social Medias

A- What do social Medias platforms offer to human resources managers?

18

Social Medias changed the way work is done, traditionally managers moved in many steps to reach objectives in finding good employees or offering a job position; but now, it takes just some time to create a network and publish offers.

Generally, managers receive applications from people completing the specifications and this reduces efforts in selection.

Social Medias platforms offer a large opportunity for managers willing to attain goals and objectives on time, they are alternatives that reduce time, charge and effort and keep quality and flexibility.

B- What candidates gain from interacting with offers in social Medias?

Social Medias platforms as new technologies provide varied resources for searching and applying for a job. An electronic résumé is one that is transmitted in an electronic rather than paper format. Electronic résumés can be classified as either scannable or online.

Candidates can apply for the job positions that interest them in many social Medias platforms.

Candidates can also upload and attach application letters, professional experiences and state and indicate internships, competencies and specific knowledge or skills (Languages, Technical knowledge…) – They can upload documents and files such as pictures, copies of qualifications, and certificates or personal books.

Following a company’s professional page or profile allow applicants to interact with the organization directly by applying or sending their résumés or by contacting the responsible of the offer or eventually by just clicking at “Apply” in the case of some platforms.

Applications are generally transferred and received instantly and stocked in databases that facilitate the reach.

C- What is the future of social Medias?

Social Medias are in their maturity and growth phases. It is the 21st century’s invention to serve people within connected societies and communities.

The only predictions and expectations, given the spread and propagation of social Medias and opportunities and possibilities related, is that the use of and the participation in social Medias platforms will continue to grow and develop.

19

New social Medias platforms are initiating and big investments are allocated to research and development, innovation and marketing.

(Web 1.0, 2.0, 3.0)

Web 1.0 Web 2.0 Web 3.0

- Mostly read only- Company or owner Focus- Home Pages- Owning content- Web forms- Directories- Page views- Banner advertising- Html / Portals

- Wildly Read write- Community Focus- Blogs / Wikis- Sharing contents- Web applications- Tagging- Cost per click- Interactive advertising- XML / RSS

- Portable and Personal- Individual Focus- Lifestreams- Consolidating content- Smart applications- User behavior- User engagement- Behavioral advertising- RDF – RDFS – OWL

20

Part II: investigations and expertise

Introduction

Finding job opportunities, building an image and making status distinct and exploring professional opportunities are the goals of many applicants and professionals.

21

Building a career is not a simple affair; it concerns all the acquired and required duties.

This part shows how social Medias help people build and consolidate a career and how they can benefit from the many opportunities provided for this intention.

This part gives also some advices and instructions by professionals in the fields of human resources development, career development and management, coaching and web engineering; to be effective, consistent and remain competitive and attractive.

Chapter 1: Building careers through social Medias platforms

A- The values of using social Medias in career development

Social Medias platforms offer possibilities for people who want to create an image or build a professional career virtually.

Professionals and confirmed profiles present experiences and give advices and instructions in professional groups and pages and support their professional networking, they may have some advantages to recommend job offers and can benefit from extended offers and services.

Candidates and applicants use social Medias platforms to keep up-dated, to look for internships or to find a job position; they may need to reinforce their competitiveness, that is why completing the professional and the personal profile is important in some platforms and is a matter of development; it is eventually becoming notified in many platforms by giving a related note to the profile.

Social Medias platforms offer large opportunities for the career development in different levels (Promotion, Specialization, External and internal opportunities, knowledge management, Training and learning).

B- Advantages and disadvantages of using social Medias

Social Medias platforms offer advantages and opportunities for users but it may also present some threats so it is necessary important to be aware of before use.

22

(Advantages and disadvantages of social Medias)

Advantages Disadvantages

Candidates - Connect to organizations and companies

- Find job offers

- Promote its profile and apply to offers

- Develop competitiveness

- Be aware of new opportunities

- Interact with companies and employers

- Build an image and a career

- Develop a professional network

- Benefit from opportunities in social medias platforms

- Quality, cost and flexibility

- History

- Privacy

- Security

Human resources managers

- Promote job offers

- Outsource and find good talents or profiles for the positions desired in the internet

- Screen information and check conformity

- Contact good profiles and explain offers

- Quality, cost, charge and flexibility

- Competition

- Pressure

23

- Image and reputation (Brand equity)

Chapter 2: Illustration: Case study

A- Case study: “Measuring the success of a recruitment process using social Medias platforms”.

Objectives of the case study:

- Present and demonstrate the importance of social Medias platforms for the human resources management.

- Show the importance and the place of social Medias platforms in the recruitment process.

- Show the advantages and the benefits for using social Medias platforms.

- Apply social Medias in the recruitment process.

Presentation of the situation:

The organization specialized in human resources management and consulting is in continual needs of human resources in different fields, areas and sectors.

It is crucial to construct a data base of potential human resources for fulfilment and for client’s satisfaction.

The key words are: Integrity, experience, knowledge, motivation and competencies.

24

The process of recruitment:

Stage A

- Set goals and objectives of the recruitment

- Write persuading and attractive job descriptions

- Conceive a clear strategy for the job offers promotion

- Outsource potential candidates and classify them

Stage B

- Brainstorming (Internal communication)

25

- Preselection and selection

- Contact and Interviews

- Training, contracts transferring and induction

- Controlling and checking

We demonstrate here the possibility of using social Medias in the recruitment process. In fact, Social Medias platforms must be part of the recruitment strategy.

Social Medias platforms allow spread of information and play a central role in the human resources management and development and promote job offers within qualified segments and ensure the social responsibility of the company.

In addition to that; Social Medias offers opportunities and advantages to reach candidates with professional or recommended backgrounds.

Approaches for demonstrating success

- Analyzing and comparing the outcomes with the process

- Comparing the effectiveness and the added value of social Medias platforms with other tools (Magazines, Newspapers, Job-web portals, Announcement sites, Job events, Direct communication or recommended profiles…)

- Measuring and quantifying exposures and reach

- Comparing average time of responses and feed-backs

Outcomes of social Medias platforms Outcomes of others traditional tools

The process does not take time The process is taking time

Reach qualified and targeted candidates Many candidates

Concerned profiles Diverse profiles

26

knowledge about the company knowledge about the company

Feedback with offers Feedback with offers

Show interest, join and upload files Show interest

Present experiences Present experiences

Confirm Interest Confirm Interest

Anticipated and attesting motivations Generally wait for feedbacks

Have orientation and positioning Have orientation

Respond instantly Responding takes time

Sharing platforms (Recommendation) Traffic creation (Recommendation)

Checking information online Low information about candidates

Attract potential candidates quickly Takes time to be noticed or notified

Show interest… Show interest…

Comparing the outcomes of social Medias platforms and traditional tools in the recruitment process*

Using social Medias platforms in the recruitment process is valuable and advantageous. It shows interest and concern to candidates and profiles in the internet and encourages creating a professional identity.

Also it is advantageous for the organization and for candidates who may choose between the best offers in the internet.

27

B- Testimonials and statements

Title, Name, Country

Testimonials Appreciations

Favorable Unfavorable

Sebastian. France

Commercial

I found my job directly after graduating via social medias and I did create good relationship as well with professionals using networking

✓

Neema. Mexico

Anthropologist

Social medias are good platforms if you want to develop careers or benefit from opportunities in there or simply check requirements

✓

Jonathan. France

Developer and designer

Absolutely, it is good to be part of social medias platforms and to exchange experiences and offers

✓

Jhon. France

Marketing manager

I’am following many companies in my area using social medias and this make me know more about their works, and so on to apply for a job vacancy

✓

Claire. France

Communication assistant

Using linked in and other platforms is unique experience, you find companies, job positions and offers and you interact with that

✓

Sarah. France

Project Manager

I cannot work without using social medias platforms, I’am now working with solutions that gather all the platforms and that make the use mush more easier

✓

Joseph. USA

Project Manager

RSS is absolutely good skill to receive selected information about organizations.

I find easily professional experiences by social medias platforms and this make my profile more enriching and inviting

✓

28

Part III: Recommendations and conclusions

29

Chapter1: Guidelines for sustainable use of social Medias

A- What are the perspectives in using social Medias for the human resources management?

As managers recognize the importance and the effectiveness of social Medias platforms for Job advertisement, outsourcing and hiring people; some recognize social Medias as an opportunity to develop the employer’s brand and reinforce its positioning in a competitive environment.

Social Medias continue to attract people because of its advantages highly valued. (Anytime/ anywhere accessing and checking) and also because of its power to influence and persuade people.

Managers spend more time on the internet and are optimistic about the use of social Medias platforms for professional purposes.

B- Recommendations and Advices to be effective in using social Medias for professional purposes

Using Social Medias platforms requires attention, because it is simple programing and it is rich of features.

Platforms for social Medias are massive, complementary and demanding more concentration.

Posting a job offer or any valuable information may need some checking because it may not be posted only in the concerned platform but also simultaneously in other platforms linked together.

Having some software or applications is useful to work on documents but do have external and internal peripheral devices too (Scanners, data show, screen and display, printer…)

Meeting criteria and updating profiles is important. Also being part of professional groups shows implications and interests.

Check emails and respond to invitations encourage interactions.

30

Spontaneously, 2 to 4 Posts per day are largely enough for sharing posts on business pages but this practice may change from business to another.

Professionals confirm that being honest, enriching and tactful are some keys to be competitive and predominant.

C- Examples of some social Medias platforms

Hundreds and thousands of social Medias platforms and sites exist and appeal to various groups for a variety of reasons. The most popular, influencing and most visited social Medias sites and platforms are:

LinkedIn : Is the premier site for professional networking, group discussions, publishing content, and advertising jobs.

Viadeo: Is a professional site for professionals, permits to identify the actual situation with a catcher (Looking for internship, offer its expertise…) and permit to meet in persons.

Facebook : Started out as a site for sharing pictures and chat among college students but has evolved into a significant platform for businesses.Facebook provides a way for families and friends to stay in touch and share their daily lives and pictures. Facebook also allows you to create business pages that are separate from your personal page or profile and then could post posters, upload videos, share job offers…

Twitter: Is a platform where in 140 characters or less, people share their thoughts, share links and recommended reading and advertise jobs.

Flickr: Allows users to easily post pictures.

Google+: Allows participants to place people in circles and post to selected circles.You can add different people to different circles and decide what and how much you want to share with the people in each circle.You can also create pages and analyze statistics and percentage of reach and extent.

Skype: A well-known tool and platform used for audio-visual interactions and communication. It is also used for video-conferences and may be used for job interviews.

(Examples of some social Medias platforms*)31

(Use social Medias platforms for the human resources management)

General conclusion

32

Facebook

Viadeo

Linkedin

Twitter

google+

Others…

0 5 10 15 20 25 30 35 40 45 50

Rate of use of social medias platforms for human resources management

Social Medias platforms extends their services to adapt to general needs and go further to specific and precise needs. Some services and attributions or differentiation are reserved and payed (Advertising, targeted marketing…)Social Medias platforms are also useful tools and tendencies for career development.Using social Medias platforms for professional purposes is critical and should and must be used formally.

The project’s aims are to support the use of social Medias platforms and technology in the human resources management and particularly in the recruitment process because of charge and quality considerations and for innovative and creative advantages.

Socials Medias spread information quickly and within a large segment of people and allow human resources managers promote job offers with detailed specifications and descriptions.

Social Medias platforms allow real time communication and interactions and permit to build a career and hold or develop a network. It is a real opportunity for businesses.

Social Medias platforms offer in addition a variety of services and tools for the human resources management.

Supported by examples and models; the project’s aim is also to explore concepts and make them practical for the use and to imagine possible scenarios in the near future.

Bibliography:

- The Role of Social Media in Human Resource Management

Maxim Wolf - Birkbeck, University of London, [email protected]

Julian Sims - Birkbeck, University of London, [email protected]

Huadong Yang - Birkbeck, University of London, [email protected]

- WEB 2.0 and human resources: Graeme Martin, Martin Reddington and Mary Beth Kneafsey

- Recruiting with Social Media: Social Media's Impact on Recruitment and HR Kindle Edition

33

- Social Media Strategy for Human Resources

- Social media, Impact and relevance in managing human resources in India

- Social Media Recruitment: How to Successfully Integrate Social Media into Recruitment Strategy Andy Headworth

- HR and social media: moving with the times

- Human resources and social media by Karen Isaacson and Sarah Peacey

- DICTIONNAIRE POLITIQUE D’INTERNET & DU NUMERIQUE - CHRISTOPHE STENER

- Business Communication – International Student Edition (Thomson south-western)

- Social Media Marketing: The next generation of business engagement

Dave Evans with Jake Mackee, Foreword by Susan Bratton, CEO Of Personal life media, Inc.

Webographie:

http://www.thenexties.com/

http://www.lnt.ma/

http://www.smallbusiness.chron.com/

http://www.onlinelibrary.wiley.com/

http://www.shrm.org/

http://www.managementhelp.org/

http://www.hireright.com/

http://www.humanresources.about.com/

34

Appendices

Interviews:

1

1-Personal information

Full name: Kehrli JérômeCompany name: KEHRLI CONSULTINGJob position: CEOYears of experience: 25 years

2-What are your main tasks in the organization?

I’m organizing training courses, recruitment of staff, team building. I’m meeting clients and potential customers

3-How you use social media in your job and in which frequency?

All my advert goes through social media. Frequency is variable. It depends on my needs.

4-Which social media do you Linkedin – LinkedIn is definitely a professional media so I 35

use most and why? use that one more for my jobFacebook – More to keep in touch with my friends

5-What are the benefits of using social media in your job and what does it offer to you?

There are two obvious benefits. 1- It’s free. 2- As many people use these information channels, more people attain my ads

6-Can you cite any inconvenient in using social media in the professional level?

You don’t know if people are honest (you can easily create a wrong profile and deceive people)

7-What are your advices to potential candidate while using social media for finding a job position?

Reply only to ads that match with the profile

2


Full name: SERHANI ALICompany name: GESPER SERVICESJob position: Director AssociateYears of experience: 25 years


Recruitment and HR Advices


90% of our time

4-Which of those social media do you use most and why?

LinkedIn is a good social media for our profession.Viadeo is Good social media for our professionWe live in 2.0 era that is why all the work is making via IT


Quickly information’s


Only if you use only social media. You have to use others ways to work. Direct contact Head hunters


To avoid some amazing and ludic social medias because to search a job is not a game

3 Full name: EL AMRANI AmineCompany name: ISOSELL TELEMARKETING

36

1-Personal information Job position: HR MANAGERYears of experience: 10


a. Payrollb. Personnel managementc. Management of human developmentd. Management of disciplinary problemse. Recruitment


Regularly to spend recruitment advertisements but also to sourcing but also to check the CVs of candidates

4-Which social media do you use most and why?

Linkedin: alwaysViadeo: alwaysFacebook: time to time when we do a challenge for people


It verifies that the candidate's CV corresponds to reality; it also allows direct contact of the candidates without going through recruitment offices.


We must remain professional, that people forget so called because a discussion is started in a virtual way


Be honest; that their virtual CV is not too detailed to give vied to meet them.

4


Full name: BOUKHAIT ImaneCompany name: CAPGEMINI TS MAROCJob position: Recruitment consultantYears of experience: 3 years


- Sourcing- Requirements analysis- Head hunting/ networking- Interviews- Identification and segmentation of target using survey- Creation of forums and corporate pages- Follow up and coaching of candidates- Salary negotiation- Public relations, etc…


- The use of social media in my work can be in relation with the future collaborate also to get in touch with other HR professional to be aware of the latest

37

technologies in the market to be able to follow the news regarding different job posting, regarding employees profiles and also the HR environment. The frequency of using the social media differs in the important of the research; it’s generally a daily use.


- Linkedin- Linkedin allows not only information about a candidate's experience and skills, but a better glimpse into their lifestyle, values and their cultural fit, which is crucial for companies looking not just to recruit and hire, but also to engage employees and improve retention rates.


One key benefit LinkedIn offers over other recruiting methods, such as job boards, is its ability to help recruiters find and connect with passive candidates. Because LinkedIn users are able to indicate their industry in the header section of their profile, recruiters can create targeted searches to find candidates they may not have discovered through other means. Additionally, LinkedIn Groups can be a great resource for recruiters. When you join groups, you gain access to LinkedIn users who may be outside of your network‚ and who you might not have seen otherwise


- Opens up the possibility for hackers to commit fraud and launch spam and virus attacks.- Increases the risk of people falling prey to online scams that seem genuine, resulting in data or identity theft.- Potentially results in negative comments from employees about the company or potential legal consequences if employees use these sites to view objectionable, illicit or offensive material.- Potentially results in lost productivity, especially if employees are busy updating profiles, etc.


Job seekers should know that HR professionals are using social media extensively. In addition to keeping your profile up-to-date, job seekers should also be sure to use social media’s features. Join groups, follow Influencers, and post content relevant to your field in your own feed. This sort of activity helps recruiters know you mean business, and that you’re engaged and committed in your professional field.

38


2-What are your main tasks in the organization?3-How you use social media in your job and in which frequency?4-Which social media do you use most and why?5-What are the benefits of using social media in your job and what does it offer to you?6-Can you cite any inconvenient in using social media in the professional level?7-What are your advices to potential candidate while using social media for finding a job position?


2-What are your main tasks in the organization?3-How you use social media in your job and in which frequency?4-Which social media do you use most and why?5-What are the benefits of using social media in your job and what does it offer to you?6-Can you cite any inconvenient in using social media in the professional level?7-What are your advices to

39

potential candidate while using social media for finding a job position?


2-What are your main tasks in the organization?3-How you use social media in your job and in which frequency?4-Which social media do you use most and why?5-What are the benefits of using social media in your job and what does it offer to you?6-Can you cite any inconvenient in using social media in the professional level?7-What are your advices to potential candidate while using social media for finding a job position?

8




4-Which social media do you

40

use most and why?




9







7-What are your advices to potential candidate while using social media for finding a job

41

position?

10








11



42






12






6-Can you cite any inconvenient in using social media in the professional

43

level?


13








44

14








15




45





16







46


17








18



47






19






6-Can you cite any inconvenient in using social media in the professional

48

level?


20








21


49







50