PWC1010 TC102 WORKPLACE COMMUNICATION REPORT EMPLOYEE RECRUITMENT AND SOCIAL MEDIA

Prepared by: 1) 2) 3) 4) 5) 6) 7) 8) 1131122648 - Yahya Khaled Abed Al Qader 1131123081 -Wan Aly Imran 1131122661 -Tazeek Bin Abdul Rakib 1131122948 Jaiprashanth A/L Ramalingam 1131122729 -Khairul Azhar Bin Kamarun Kahar 1131122769 -Azfar Alsukor 1121118691 -Khaled Jaalouk 1131123100 -Chong Hon Siong

PREPARED FOR: MDM. DAHLIA SYAHRANI MD YUSOF

ABSTRACT

This report is about the effectiveness of social media as an employment recruitment tool. The main objectives of conducting this report is to examine the different ways of how people are recruited through social media as well as the pros and cons which could happen within the process between the employer and employee. This report is also conducted to understand how employers use social media as an effective communication tool towards their potential candidates. As we know, social networking and internet is widely been used by everyone and it is user friendly. To support our research we conducted questionnaires as our primary resource for this research.

ACKNOWLEDGEMENT We would like to express our deepest gratitude to our lecturer Madam Dahlia Syarani Binti Md Yusof who has given us knowledge on how to perceive our future with good characteristics and attitude with the people around us and has taken time and effort to review our proposal and correcting it. We would also like to give special thanks to all the respondents who answered our questionnaire. It wouldnt have been possible without their support. Finally, sincere thanks to all of our group members for their full cooperation to conduct the survey and completing this report.

TABLE OF CONTENTS
ABSTRACT...................................................................................................................................................... 2 ACKNOWLEDGEMENT ................................................................................................................................... 3 TABLE OF CONTENTS .............................................................................................................................. 4 LIST OF FIGURES ............................................................................................................................................ 5 LIST OF TABLES .............................................................................................................................................. 5 1.INTRODUCTION .......................................................................................................................................... 6 1.1 Background ......................................................................................................................................... 6 1.2 Terms of Reference ............................................................................................................................. 7 1.3 Purpose ............................................................................................................................................... 8 1.4 Scope ................................................................................................................................................... 8 1.5 Methodology....................................................................................................................................... 9 2. Findings ..................................................................................................................................................... 9 CONCLUSION............................................................................................................................................... 16

LIST OF FIGURES Figure 1: The effectiveness of Social Media as an employee recruitment tool. Figure 2: Traditional methods such as face-to-face interviews will no longer be used in employee recruitment. Figure 3: Privacy and Confidentiality for both the company and the candidate are ensured are social networks Figure 4: Social networks give more opportunities for job seekers. Figure 5: When a company views a candidate`s profile through social network, the candidate may lose his/her credibility. Figure 6: Employers will save time browsing through candidates profile at social networks and resumes online. LIST OF TABLES

1.INTRODUCTION

1.1 Background

Social media, as a general definition, is the interaction among people in which they create , share or exchange ideas in virtual communities and networks. The online social networks such as Facebook, Twitter, and Google+ have taken the world by storm and have allowed organizations to speak directly towards each other and collect responses from the public quicker and more efficient. The effect of this sociotechnological phenomenon has affected us in a lot of ways from the norms we practice every day to the way business is conducted between consumer and retailer. Organizations will eventually make use of the online social network as a tool for employee recruitment. It allows them to discover new talents and obtain more information about their potential employees before actually hiring them. Popular websites such as LinkedIn are reported to have an increase in the use of social media by organizations to hire new employees. However, not every company shares this view, so a research will be conducted to analyze the current situation of employee recruitment and identify the role of social media in employment at a workplace.

1.2 Terms of Reference

The main purpose of this report is to discuss how employees are recruited and gain the opinions of employers about the employee recruitment through social media. The report was requested on the 28th of March 2014 by Madam Dahlia Syarani Binti Md. Yusof. She is. The report is due for submission on the 25th of April 2014. The people who prepared the report are students of Faculty of Computing & Informatics (FCI) and are as follow in the table below.

Table 1:

1.3 Purpose

The purpose of this report is: 1. To identify how new employees are recruited through social media. 2. To identify advantages and disadvantages of social recruitment. 3. To understand how the company uses social media as an effective employment tool.

1.4 Scope

The scope of the report covers the effectiveness of social media as an employment recruitment tool. The targeted respondents consist of employers and employees of IT companies based in Cyberjaya, Malaysia. After the questionnaire was completed, it was distributed to the respondents through the internet. The duration, which was agreed by the group members, to conduct the distribution and collection of responses was 1 week.

1.5 Methodology

The methodology chosen to collect the data required for this study is by distributing questionnaires through the internet. The targeted audience for our questionnaires is 61 employees from IT companies located in Cyberjaya. This is because the employees have the experience of either being recruited or had recruited other employees through social media.

The Questionnaire is divided into 3 sections: Section A which consists of multiple choice questions, Section B which consists of Likert scale questions and Section C which consists of questions based on personal opinion. The link to the Questionnaire was distributed online to the employees and employers. The data is collected immediately after each respondent completed the questionnaire. After obtaining 61 responses, the data collected was analyzed and graphs were formulated.

2. FINDINGS

The effectiveness of Social Media as an Employee Recruitment Tool

35 30 25 20 15 10 5 0 Disagree Neutral Agree Column1

Figure 1 shows the feedback of the respondents on the effectiveness of Social Media as an employee recruitment tool. The majority of the respondents (54%) said they agreed on it being an effective recruitment tool. While 33% had given a neutral feedback about it, the rest of the respondents (13%) certainly disagreed about it.

Traditional methods such as face-to-face interviews will no longer be used in employee recruitment

Disagree Neutral Agree

Figure 2 shows the respondents opinion on whether traditional methods, such as face-to-face interviews, will no longer be used in employee recruitment. Over 60% of the respondents disagreed about it, which shows how important face-to-face interviews still are nowadays. While fewer than 20% agreed about it, the rest of the respondents (16%) had no opinion on it.

Privacy and Confidentiality for both the company and the candidate are ensured at social networks
30 25 20 15 10 5 0 Disagree Neutral Agree

Figure 3 displays information from respondents whether the privacy and confidentiality for both the company and the candidate are ensured at social networks. The majority of the respondents (43%) certainly disagreed upon this. Meanwhile, 30% of the respondents felt neutral on this matter, which was a bit surprising, while the rest (27%) agreed upon the fact that their information are ensured.

Social Networks Give More Opportunities for Job Seekers

Disagree Neutral Agree

Figure 4 shows the respondents feedback on Social networks giving more opportunities for job seekers. 64% of the respondents agree that social networks do give more opportunities for job seekers while 16% of the remaining respondents disagree with that statement. At the same time, about 20% of the remaining respondents are unsure of its potential toward job seekers.

Potential Loss of Candidate`s credibility on the social network

Disagree Neutral Agree

Figure 5 illustrates a pie chart about the respondents` opinion about when a company views a candidate`s profile through social network and the candidate may lose his or her credibility afterwards. Less than half of the total number of respondents, which is about 46%, have agreed with the opinion while the remaining respondents remained neutral and only about 21% disagreed with the fact that the candidate may lose his or her credibility when any company browses through their profiles at a social network.

Employers will save time browsing through candidates profiles at social networks and resumes online
40 35 30 25 20 15 10 5 0 Disagree Neutral Agree

Figure 6 shows the bar graph of the responses collected for the statement of employers will save time browsing through candidates` profiles at social networks and resumes online. It is clear that the majority of the respondents, which is about 61%, agrees that the employers will indefinitely save time for the recruitment process of the new employees for any organization.

CONCLUSION In conclusion,

Conclusion

3.0 Recommendation