The role of social networks in professional activity recruitment manager.

<p>Effective human resources management is a guarantee of company&rsquo;s competitiveness and its ability to achieve strategic goals. Every company is interested in optimization of new employees searching process and in minimization of costs related to this process. Hence, the using of modern technologies plays vital role in personnel selection.</p><p>Topic of the research is the social network as an instrument of personnel selection . It is quite new and insufficiently explored side of recruitment. Literary resources used by author of the research consider social network as a secondary instrument, as a complement to traditional ways of searching candidates.</p><p>Assuming that the problem of research is a contradiction between wide spread of social network and its practical use in recruitment process and insufficient description of this technology, author of the dissertation sets a goal to identify the role of social network as an instrument of recruitment.</p><p>To achieve this goal were as follows:</p><p>1. Study the theoretical aspects of the professional activity of the manager of recruitment: the essence of the process, its stages, tools of recruitment.</p><p>2. Systematise the existing theoretical concepts of staff recruitment and selection tools, show the location of other social networking tools of recruitment.</p><p>3. Analyze the results of empirical research on the specifics and peculiarities of professional activity manager recruitment in terms of changes in personnel selection tools and the use of social networks.</p><p>4. Identify and describe the reasons recruiters use social networks in recruiting activities in applied research.</p><p>5. Develop recommendations on the potential and limitations of using social networks in the activities manager for recruitment.</p><p>During the research, author has studied theoretical aspects of &nbsp;recruiter&rsquo;s professional activity, systematized current theoretical concepts of personnel selection and determined the place of social networks in a recruitment process. Also, the results of empirical research about features of human resources manager were analyzed. By means of applied research, author has described the reasons of the use of social network in recruitment process.</p><p>To solve the problems, discussed the work of Russian and foreign specialists (Bobkin AS 2009) (Boudin NA, 2012), (Ignatkina VV, 2012), (Wolk D, 2004) (Vicknair J, 2010), (Sheehan P., 2010), (Schmidt TD, 2012), (Mitran A., 2010), (McGrory A., 2011), (Mark A. Revels, 2012).</p><p>As a result of the research, author has developed some practical recommendations concerning opportunities and limitations of social network use in a recruitment process. These recommendations could lead to an increase in effectiveness of recruiters and in a company&rsquo;s effectiveness as a whole.</p><p>The author suggests that in the near future social networks as a tool for recruiting the staff will develop rapidly, as have a number of advantages in recruitment, such as popularity among the Russian audience, the possibility of free access to the organization and speed of response for the vacancy.</p><p>Thus, the author talks about the relevance of the scientific work and considers it necessary to further consideration of the topic of using social networks as a tool for recruitment.</p>