accounting firm Ernst & Young (E&Y), which has had a Facebook page since the summer of 2006. According to the company’s Recruiting Director, E&Y uses its Facebook page to reach out to potential new employees. “Our goal was to find a medium Generation Y commonly goes to, so we could communicate with them in a way that’s relevant to their day-to-day activities.” The company also hoped to promote its brand and culture and show students (future employees) what E&Y was all about and what it would be like to work there. A quick look at E&Y’s Facebook page confirms that the focus is on what the company most values including the learning and development resources available to its employees, its commitment to social responsibility, its focus on inclusiveness, and its internships. Videos show interns and workers in the workplace describing their experiences with the company. The company’s 46,000 plus “fans” can use the company’s message board to write questions and comments. And those questions and comments aren’t ignored. A response is given quickly in an attempt to create an interactive relationship with students. Again, the purpose is to serve as a recruitment tool for future talent. And Facebook isn’t the only social media E&Y is using. Company interns Tweet about their experiences—what their first day was like, work experiences, and experiences with E&Y community events. The practice of using social networking sites to source applicants isn’t without its critics. One law firm partner said, “Social networking sites are problematic because the population is limited and highly selective. I anticipate more race and age claims over the next couple of years, and a significant portion will be from sourcing through social networking sites. . . . We’ll see lawsuits.” Then, there’s the possibility that a company using social media to recruit also could use that same method to check out candidate’s personal pages. E&Y has promised not to look at candidates’ personal pages. Discussion Questions: 3. Go to Facebook and check out Ernst & Young’s page. What’s your impression? Is it an attractive recruiting tool? Why or why not
accounting firm Ernst & Young (E&Y), which has had a Facebook page since the summer of 2006. According to the
company’s Recruiting Director, E&Y uses its Facebook page to reach out to potential new employees. “Our goal was to find a
medium Generation Y commonly goes to, so we could communicate with them in a way that’s relevant to their day-to-day
activities.” The company also hoped to promote its brand and culture and show students (future employees) what E&Y was all
about and what it would be like to work there.
A quick look at E&Y’s Facebook page confirms that the focus is on what the company most values including the
learning and development resources available to its employees, its commitment to social responsibility, its focus on
inclusiveness, and its internships. Videos show interns and workers in the workplace describing their experiences with the
company. The company’s 46,000 plus “fans” can use the company’s message board to write questions and comments. And
those questions and comments aren’t ignored. A response is given quickly in an attempt to create an interactive relationship
with students. Again, the purpose is to serve as a recruitment tool for future talent. And Facebook isn’t the only social media
E&Y is using. Company interns Tweet about their experiences—what their first day was like, work experiences, and
experiences with E&Y community events.
The practice of using social networking sites to source applicants isn’t without its critics. One law firm partner said,
“Social networking sites are problematic because the population is limited and highly selective. I anticipate more race and age
claims over the next couple of years, and a significant portion will be from sourcing through social networking sites. . . . We’ll
see lawsuits.” Then, there’s the possibility that a company using social media to recruit also could use that same method to
check out candidate’s personal pages. E&Y has promised not to look at candidates’ personal pages.
Discussion Questions:
3. Go to Facebook and check out Ernst & Young’s page. What’s your impression? Is it an attractive recruiting
tool? Why or why not
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