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Online Recruitment Practices Adopted by Compass Group Australia Limited Company

Discuss about the Managing Employees and Reputation in Social Media.

With increased competition in the corporate world, one of an essential quality for a business to survive in the business world has been its ability to attract and retain a skilled workforce in the company or organizations. This exercise heavily relies on the human resource department of any company as human resource management has become a key role in improving work performance and productivity of employees in an organization. Therefore different companies or organizations have adopted different strategies and platforms to help the company or organizations to effectively attract and recruit potential suitable talent (Giannakis & Harker, 2014). The modern corporate world is characterized by increased labor shortage with the rates increasing every day and most organizations have been working or investing in attracting a skilled and talented workforce. Most organizations have therefore turned to the use of the internet through websites, social media platforms such as Facebook, Twitter and LinkedIn to enhance their operations in employee recruitment (Sahoo, 2016). This report, therefore, seeks to provide an understanding of how organizations use their online presence to effectively attract and recruit potentially suitable talents with special focus laid on Compass Group Australia limited company and Mantra Group Company who form one the largest hospitality organizations or companies in Australia.

Compass Group Limited is one of the world leading companies in Australia in the hospitality industry operating in around 50 countries. The company offers catering services to consumer retail outlets as well as their vending solutions.  In Australia, the company operates across a number of sectors including defense, education, facilities management, healthcare and Age care as well as other industries in providing food and support services (Kramar, 2014). Due to its large-scale operations, the company has managed to employ over 500000 people and has been reported to serve at least 4 billion people in a year. On the other hand, the Mantra Group limited also operates under the food and services industry and under the hospitality sector and specializes in the provision of accommodation services. Its main services or operations, however, include management of guest relations and reception areas, conference and function centers, pool and entertainment facilities as well as restaurants and bars. In Australia, the company operates luxury retreats and coastal resorts, serviced apartments and hotels as well as break free brands (Stohl et al., 2017). The companies, therefore, have developed and adopted online recruitment practices which have been done to enhance or improve the company recruitment services and attract as well as recruit skilled workforce. Due to the number of customers, the companies have as well as the nature of their business and the industry skilled workforce is needed and due to the existing competition in the market for the skilled and talented workforce.

Online Recruitment Practices Adopted by Mantra Group Limited Company

Most organizations have adopted the use of strategic recruitment strategy which focuses on the key jobs position in the organization which is usually different from the recruitment of mass job positions. Therefore most of the online platforms used by the companies have focused on the use of strategic recruitment (ERAY, 2016).  The Mantra group limited has been using its corporate website presence to improve its recruitment efficiency including the company website and social media platforms such as Facebook, LinkedIn, and Twitter. Both Twitter and Facebook platforms have been used by the company to promote the brand development of the company and advertising some of their services as well as current job opportunities. However, the company has heavily relied on its LinkedIn and company official websites as their main recruitment online corporate presence (Nair & Mukherjee, 2015). The LinkedIn platform, for instance, provides company information and provides an advertisement for all advertised job opportunities, for example, the company is currently advertising for senior sales manager, national account executive, general manager and regional HR manager positions.

Through this site, the company is able to attract different potential applicants through the LinkedIn profiles of different candidates. The site also provides constant company updates, unlike Twitter which is used to showcase major company achievements, awards, and developments. The company website also provides a platform where potential candidates can apply for different advertised jobs, the mode of application, and the recruitment process as well as educates its potential employees of the frequently asked questions for interviews (Veldeman et al., 2017). Such information, therefore, provides the potential employees with important and relevant information concerning the available job opportunities and also an opportunity to learn about the culture of the organization and especially on its human resource management practices. By doing so the company is therefore in a position to attract talented and skilled workforce who are attracted to be part of such organization which not only achieves its organizational goals but provides an opportunity for career development through effective human resource management.

The Compass group limited has also developed corporate online presence through the use of the company website as well as other social media platforms for various company objectives including marketing, communication, advertising, and recruitment. Unlike the Mantra group limited, the company uses its corporate website to advertise most of the company mass job opportunities and uses its LinkedIn social platform to advertise the company strategic positions for instance the company is recruiting an event sales manager, category development administrator as well as assistant regional manager (Hood et al., 2017). While the company corporate website is advertising positions such as those of a Casual chef, Chef manager, assistant catering officer among others. However, their Facebook and Twitter accounts or platforms are used for equally the same purpose in promoting the company brands and facilitating customers and company communication and hence facilitating effective communications within the company. The company also uses these corporate websites and social media platforms to strategically attract skilled and talented employees such as the LinkedIn platform where potential employees can examine their qualifications and evaluate their viability to the advertised position against the requirements attached to each job opportunity (Root & McKay, 2014). Such platform, therefore, has helped the company to attract the right candidates for each position advertised and also provides an opportunity for the potential employees to learn more about the company.

Attracting Skilled Workforce Through Effective Online Presence

To make the company or the potential employer the employer of a choice it is important for the company to ensure that its recruitment strategy is clear or well understood by the potential employees. In this case, therefore, the Mantra group limited has a more effective and customized recruitment strategy which is more interactive and has an outlined approach for recruitment process in the company (Varbanov, 2015). The Compass group company has also divided the use of its online presence for different functions and advertisements which is also good as the LinkedIn platform if more effective in providing or linking the company with more specialized and skilled workforce as compared to their company website which is been used to advertise mass job opportunities as the platform provides a wide scope of interested candidates to view the site, learn about the company history, culture and its ongoing business activities centrally to the linked in social media platform which is seen as seen by many as professional and a networking platform.

Electronic recruitment has been therefore seen as the most effective way of branding a company or business as the employer of choice. However it is recommended that companies need to develop their internet and social media platforms to meet the company objectives as well as those of their potential employees in relation to their recruitment strategy (Rokka et al., 2014). The online presence should ensure allow an effective communication or interaction where the potential employees can apply for different job opportunities and as well be guided in an appropriate manner without misleading them. It is also recommended that the companies or organizations should develop security features to protect their corporate websites from malicious people who may post misleading information concerning job opportunities. It is recommended that the companies should also use other platforms such as the electronic portfolios which provide the employer and potential employee with an opportunity to interact, evaluate the employee credentials and certifications online and also have a look at some of the previously done projects, awards, and achievements in a bid to recruit the right candidates for specific positions. Particularly the Compass Group limited is recommended to develop a strategy that will guide its potential employees on the recruitment process of the company so that the potential employees can have a clear understanding and reduce the many possible questions which may arise from lack of clear guidance on the recruitment process (Wolter & Cronin, 2016). The Mantra group limited is also recommended to develop an effective communication channel especially through the company website where the potential employees can ask questions concerning the recruitment and also about the company online as that will create a platform for engagement and improve company interactions with its companies.

Conclusion

Human resource management is therefore very important for any company and especially in the modern corporate world that is characterized by scarcity and competition for skilled, talented and competent employees. Its main objective is to align all the capabilities and behavior of employees with the short term and long term goals of the company and therefore effective recruitment strategies should be developed to help the company in identifying the labor needs of the company and in the selection of the right people for the right jobs.

References

ERAY, T. E. (2016).Utilization of Corporate Websites as a Dialogic Public Relations Tool in Turkey. Global Media Journal: Turkish Edition, 6(12), 201-213.

Giannakis, D., & Harker, M. J. (2014).Strategic alignment between relationship marketing and human resource management in financial services organizations. Journal Of Strategic Marketing, 22(5), 396-419. doi:10.1080/0965254X.2013.876082

Hood, K. k., Robles, M. m., & Hopkins, C. c. (2014).PERSONAL BRANDING AND SOCIAL MEDIA FOR STUDENTS IN TODAY'S COMPETITIVE JOB MARKET. Journal For Research In Business Education, 56(2), 33-47

Kramar, R. (2014). Beyond strategic human resource management: is sustainable human resource management the next approach?. International Journal Of Human Resource Management, 25(8), 1069-1089. doi:10.1080/09585192.2013.816863

Nair, N. R., & Mukherjee, G. (2015). Soft Skills: The Employability Success Mantra. Language In India, 15(10), 209-215

Rokka, J., Karlsson, K., &Tienari, J. (2014).Balancing acts: Managing employees and reputation in social media. Journal Of Marketing Management, 30(7-8), 802-827. doi:10.1080/0267257X.2013.813577

Root, T., & McKay, S. (2014). Student Awareness of the Use of Social Media Screening by Prospective Employers. Journal Of Education For Business, 89(4), 202-206

Sahoo, S. (2016).Strategic HRM Practices - Public Sector Perspective. Journal Of Institute Of Public Enterprise, 6(1/2), 62-85

Stohl, C. c., Etter, M. m., Banghart, S. s., & Woo, D. d. (2017). Social Media Policies: Implications for Contemporary Notions of Corporate Social Responsibility. Journal Of Business Ethics, 142(3), 413-436

Varbanov, R. (2015). THE POTENTIAL OF SOCIAL MEDIA FOR THE BUSINESS OF COMPANIES. Business Management / BiznesUpravlenie, 25(3), 5-28

Veldeman, C., Van Praet, E., &Mechant, P. (2017). Social Media Adoption in Business-to-Business: IT and Industrial Companies Compared. International Journal Of Business Communication, 54(3), 283-305. doi:10.1177/2329488415572785

Wolter, J., & Cronin, J. (2016). Re-conceptualizing cognitive and affective customer-company identification: the role of self-motives and different customer-based outcomes. Journal Of The Academy Of Marketing Science, 44(3), 397-413. doi:10.1007/s11747-014-0421-6

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