The role of social media craze in employment advantage



The role of social media in employment advantage

The social media craze has created hype in society making organisations consider utilising them as a business tool. Many young people and people, in general, use social media for various purposes, such as connecting with friends and family and showcasing different things in life, such as travel destinations, among other things. However, social media platforms have increasingly become relevant in analysing potential employers by corporate organisations. Stories have emerged whereby reputable institutions in the business world consider including social media in their hiring processes. Employers are considering the scrutiny of social media accounts of potential employees to ensure that they recruit candidates who are aligned with their values and aspirations. Nowadays, social media plays a critical role in the employee hiring process. In today’s job market, people can display their portfolio on social media platforms as evidence of the knowledge and experience they bring to the hiring company and gain further understanding.
The number of prospective employees, especially in Australia, using social media to build their professional portfolio to their employment advantage is staggering. Over 21 million Australians own at least one social media account, and there are about 91% of active internet users as a share of the population in Australia (Hinton, 2021). Despite the high number of internet and social media users in Australia, many prospective employees have not utilised the social media platforms to their advantage during the employment process. About 82% of all Australian companies use social media to profile suitable candidates (Sutherland, Freberg, & Driver, 2019). The situation has led many prospective employees, especially young people, to miss out on jobs because of the things they post on their social media platforms. It is time for social media users in Australia to realise the problem and begin to learn about how to utilise social media for their employment advantage. Long gone are the days whereby a young people would post anything on their social media platforms. Nowadays, employers have the right skills and expertise to scrutinise their social media pages of potential candidates and determine if they are the most suitable candidates for the job.
Social media has become an essential part of daily lives; therefore, young people should utilise it for personal entertainment and connecting with friends and families and use the platforms to promote their professional lives to potential employers. There are so many advantages that social media could bring to help young people’s employment advantage. One of the fundamental advantages is the creation of an e-portfolio using social media platforms like linked and Instagram. Social media platforms can help job seekers display their experiences and work to potential employers; for example, a site like LinkedIn helps job seekers demonstrate their previous experiences, thus attracting potential employers looking for such knowledge and skills (Al-Amin, Nafi & Al Amin, 2019). According to Hossain, Liu and Mutaafi (2021), many organisations utilise social media platforms as a means of sourcing background information of potential employees. Therefore, job seekers must use social media to display their professional capabilities.
Job seekers can also use social media to connect with other professionals in the same career or connect with professionals in groups in a specific career. Young people and job seekers, especial in Australia, should utilise not only social media for social networking but also for professional networking. According to Chisenga and Chande-Mallya (2012), professional networking can allow job seekers to get expert advice regarding employment opportunities in a specific industry. The professional connection will enable job seekers to know the nitty-gritty of a particular profession or industry due to interaction with professionals from that industry (Roldan, Sutanonpaiboon, & Burkhard, 2017). Professional social networking allows job seekers to understand what is required of them in their aspired industries through interaction with professionals who are already working in the industry. It is, therefore, possible for young people to utilise social media platforms to their advantage when it comes to employment since they can acquire first-hand professional advice regarding specific industries.
There is an opportunity for job seekers to showcase their professional understanding by contributing to professional discussions on professional social media sites. By making their contributions concerning different topics on professional social media sites such as LinkedIn, job seekers stand a chance to attract recruiters who seek higher people with the kind of knowledge displayed in the discussions (Bozkurt, Karadeniz & Kocdar, 2017). According to Kang and Chen (2019), social media also present an opportunity for professionals such as artists and designers to advertise their work, thereby attracting potential employers and clients. It also provides an opportunity for job seekers to showcase what they can do to potential employers. For example, job seekers increase their chance of being employed through contributing to professional discussions and also by writing informative articles on professional networking sites. Utilising social media provides an opportunity for the professional to interact personally with potential employers. Another way that social media could be used for employment advantage is by being able to showcase their experience, ensuring that employers understand that they are the right candidates for the job.
The role played by social media by social media during the recruitment process, especially in recent days, cannot be underestimated. Social media has become part of our daily social and professional lives; therefore, many employers find it wise to scrutinise the social media pages of the potential employees to know the kind of people they are dealing with. The job market has a higher employee turnover rate; hence, companies are coming up with better ways of recruitment to help avoid recruiting the wrong candidates, thus avoiding the cost implication of low productivity (Sharaburyak et al., 2020). Using social media platforms for the selection process has a couple of advantages for the employers, such as predicting job performance and reducing the cost of the hiring process (Villeda et al., 2019). Social media can be used to predict performance by analysing what the candidate is posting on their social media platforms and also how much time they spend on the social media platforms. Many employers are nowadays using social media platforms to analyse their potential employees. Platforms have given them the power to understand the social life of potential employees and determine if they are the most suitable candidates for the positions being advertised. There are still many legal and ethical implications involved in the process. One of them is discrimination, whereby people without social media accounts might be discriminated against during job applications.
The inclusion of social media platforms in the recruitment process has not only presented advantages to job seekers but also to employers who are seeking to recruit the right employees into their organisations. Social media has created a platform by which employers can examine their potential employees from a different angle, whereby they can analyse their opinions about specific subjects through what they share on their social media and be able to judge if they are the right candidates for the job. Social media has also created a platform through which job seekers can showcase their professional expertise regarding certain subjects, thereby attracting potential employers. Through the incorporation of social media, employers are able to reduce the costs associated with the hiring process since vital information about the candidates is available on their social media accounts. Social media platforms have also enabled organisations to reach younger populations, thereby increasing the talent pool where they are able to choose their preferred candidates. The use of social media platforms also presents an opportunity for employers to be able to predict the quality of performance of their prospective employees, especially on professional social media platforms such as LinkedIn.
The social media phenomenon has brought many advantages to society, enabling people to connect socially and professionally. However, most of the population, mainly young people, have only utilised it primarily for social networking. There is a new generation of employers incorporating social media search as part of the primary selection process for their employees. Potential employees need to understand that their lives on social media could impact their professional careers, especially what they post. Young people need to understand the advantages of social media platforms and use them to their advantage, especially in the employment process. Young people could use social media platforms to connect with professionals in their desired field to understand the industry better. One of the most effective ways of landing a job is through referrals, and referrals can only come through professional networks. It is essential for job seekers and young people to form professional networks, which would be critical in their future careers. Also, young people could use social media platforms to showcase their talent, especially the project they are working on, to potential employers. Millennials need to consider how they are using social media platforms; they should use them for their employment advantage. Young people should take the opportunity of using that platforms to further their careers and showcase their knowledge and talent in a particular profession. Social media have advantages for job seekers and employers, but it depends on how each group decides to utilise the platforms to their own advantage.

Al-Amin, Nafi, S., & Al Amin (2019). Use of social media for job search and application: a perspective from the job seekers in Bangladesh. Discovery, 55(281), 158-166.
Bozkurt, A., Karadeniz, A., & Kocdar, S. (2017). Social Networking Sites as Communication, Interaction, and Learning Environments: Perceptions and Preferences of Distance Education Students. Journal of Learning for Development, 4(3), 348-365.
Chisenga, J., & Chande-Mallya, R. (2012). Social media and professional networking: a case of information professionals in the SCECSAL region.
Hinton, T. (2021). Social media in Australia – statistics & facts. Statista. Accessed on 30th March 2022 from
Hosain, M.S., Liu, P. & Mustafi, M.A.A. (2021), “Social networking information and pre-employment background check: mediating effects of perceived benefit and organisational branding”. International Journal of Manpower, 42(7), 1279-1303.
Kang, & Chen, W. (2019). Art in the Age of Social Media: Interaction Behavior Analysis of Instagram Art Accounts. Informatics, 6(4), 52.
Roldan, M.M. H., Sutanonpaiboon, J., & Burkhard, R. (2017) “Professional and Personal Social Networking and Enhancement of Social Capital in Young Adults.” Journal of International Technology and Information Management, 26(3).
Sharaburyak, V., Moreira, G., Reis, M., Silva, P., & Au-Yong Oliveira, M. (2020). The Use of Social Media in the Recruitment Process. Trends and Innovations in Information Systems and Technologies, 165-174.
Sutherland, K., Freberg, K., & Driver, C. (2019). Australian employer perceptions of unprofessional social media behaviour and its impact on graduate employability. Journal of Teaching and Learning for Graduate Employability, 10(2), 104121.
Villeda, M., McCamey, R., Essien, E., Amadi, C., & Anani, Rajunor. (2019). Use of Social Networking Sites for Recruiting and Selecting in the Hiring Process. International Business Research, 12(3), 66.

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