The use of technology in applying for or hiring employees has its advantages and disadvantages. For example, it saves time and money spent on taking an application to main offices. Secondly, technological platforms speed up the recruitment process. Technology has made global reach possible (“The Pros and Cons of Using Electronic Employment Applications,” 2015). Besides, the use of technology supports employer branding through the provision of information on an organization’s culture.

Last but not least, technology enables recruiters to handle many job applications consistently and provides large volumes of feedback at the shortest time possible.  However, job seekers and employees lie or provide misleading information during application. Additionally, the job seeker’s personal information is vulnerable to hackers who might use for criminal activity such as identity fraud. Still, technological job applications limit potential employees not conversant with technology since most technological application processes are complicated. Lastly, recruiters might have a hard time selecting potential candidates

Impacts of Social Media on Employee Recruitment

Social media affects the hiring process since most employers use social networks to screen for potential employees. Social media sites like Twitter, Facebook, and LinkedIn enable the employers to have an idea on the social and personal life of the prospective employee outside the information provided in a resume or interview (Smith, 2013). What’s more, the sites give the employees a chance to connect with employers or organizations they wish to work for or look for new openings through the respective social media pages.

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