How to utilize recruitment software for reaching inactive applicants through social media
El Founti Khsim, Omar (2018)
El Founti Khsim, Omar
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This thesis had an importance goal to develop the use of technology in human resource management specially in the start-up, as a way of being efficiently in their hiring recruitment process. In addition, the importance of social media has incorporated in the recruitment process for hiring talent applicants, also to recruit passive candidates who are looking for a job. This study provided qualitative resources which have been reflected in some practical cases. On the other hand, social job ads has the power of targeting both active and passive candidates across the most populated social networks (Facebook, Twitter and Instagram). Businesses are required to use ATS (application tracking system) to find quick and easy potential candidates. As traditional job boards reach the masses, ATS reach the ideal candidates highly-targeted on non-job sites (social media). The technology uses machine-to-machine communication to purchase online adds in real time, according to a set off criteria. This type of advertisement has the best performing third-party media channels and send quality candidates directly to business job page. Employment pages are somewhat unproductive and incompetent since its publish a posting job that will only be seen by a small group. The idea of business is finally something new innovative and efficient. ATS is based on establishing the job post in the social media such as on the front page of candidates Facebook, for example, a person who has as interest fashion and design will be considered as a recruit as much as a person who has experience working in fashion and design. Most of the businesses must try to incorporate social media within the recruitment processes. It is all about making social media for larger process. The job seekers as well as employers are required to take social media recruitment to compete in the recruitment process market.