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More specifically, the growing ability of employees to share their opinions about their employers means that employers who fail to provide a uniformly consistent and positive vocational experience will have greater difficulty recruiting and retaining the best-qualified talent (Alessie, 2008). Three-quarters of contemporary business executives polled have expressed concern about their ability to recruit and retain good employees and as many as eighty percent have concerns that may not be able to maintain the enough talented employees to sustain their organizations (Alessie, 2008).
According to many contemporary business HRM professionals, the role of Facebook has increased the pressure of ensuring employee satisfaction. In addition to having to compete for talent in an environment that makes job hunting easier, they also have to worry about the negative impact on recruitment of public opinions posted on Facebook about employees' experiences (Leader-Chivee, Hamilton, & Cowan,...
Similarly, as the competition for top talent continues to increase, HRM professionals have also begun to mine Facebook and other social media for unsatisfied employees of their competitors (Leader-Chivee, Hamilton, & Cowan, 2008). Ultimately, Facebook can enable HRM departments to increase their ability to attract and retain good employees but it can also present a risk that threatens recruitment efforts and retention when Facebook users post public negative opinions of their current employers.
References
Alessie, L. "Big Brother is watching: Lorenza Alessie, associate director at HVS
Executive Search, investigates how professional and social online networks such as Facebook and Linkedin are affecting the face of recruitment." Leisure Report, (August 2008).
Leader-Chivee, L., Hamilton, B.A., and Cowan, E. "Networking the way to success:
online social networks for workplace and competitive advantage." People & Strategy, (December 2008).
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