Learning Development through Feedback

The recruitment and selection function in the business organisations acts as one of the most important functions that would help the organisation in enhancing its organisational potential. Recruitment and selection of the right labour force are essentially needed for the business organisations in order to meet its strategic needs in developing the right product process or service parameters to help serve the customers in an enhanced manner. To help enhance this activity the business organisations gain the support of online socialization networks like Facebook. This being an innovative approach helps the business organisations in not only expanding on their brand but also gains a large amount of effective manpower for the business organisations (Cushway, 2010, p.28). The paper in this connection tends to review the different advantages and disadvantages related to the endeavour of the business organisation to take the help of socialization networking sites in this direction. It seeks to understand the manner in which social networking sites can be administered by the different companies to help in gaining the right people for the posts created in the concern.

The emergence of social networking sites like Facebook has helped in the efficient transformation of the recruitment and selection process in a great manner. The social networking sites like Facebook, other internet portals like Monster.com, Naukri.com help the organisations in generating a pool of effective human resources. Large organisations like Ernst and Young are taking help of the social networking activities to build a stronger and effective face of the organisation to the broader society. Rendering feedback through blogs and these sites has helped the concerns in gaining a wider network of people interested in serving the organisations. The recruitment and selection process enabled through the social networking sites helps in reducing the cost factor involved with such and also helps the concern in getting a steady flow of the right human resources (Dyck and Nubert, 2008, p.361-362).&nbsp.