Research Report Assessment Summary What Produce a research report of 2000 words relating to one of the topics listed for the annotated bibliography. Why Reports aim to clearly transmit information...

Running Head: IMPACT OF WEB-BASED MEDIA IN RECRUITMENT ON LARGE COMPANIES         
IMPACT OF WEB-BASED MEDIA IN RECRUITMENT ON LARGE COMPANIES         3
IMPACT OF WEB-BASED MEDIA IN RECRUITMENT ON LARGE COMPANIES
Executive Summary
    The recruitment scenario is now changed with the onset of social networking sites. The traditional method of recruitment has now become obsolete. Social media provides a
oader view of the people engaged in the recruitment process. The employers can search and select from a pool of candidates while the aspirants can trace the job openings in their dream companies and bag the opportunity. Social media offers a wide range of products such as podcasts, videos, blogs, and many more. Several sites are used extensively for job search and talent recruitment. These sites are gaining importance by both academicians and Human resource professionals here; we will specifically focus on the networking site LinkedIn. With 4 million user bases, LinkedIn is the most prefe
ed site for the recruitment process.
Table of Contents
Introduction    4
Defining key terms    4
Identification of issues    4
Conclusion    6
Recommendations    7
References    9
Introduction
    Human Resources are the backbone of all the organizations; hence, the multinational companies focus on acquiring the best candidate fit for the work. The process of locating the best fit possesses a challenge, as talented resources are scarce. Acquiring and retaining qualified persons for the job has most of the time proved strenuous for the talent acquisition teams and human resource managers across the sphere. As time changed and the world experienced three major industrial revolutions, the recruitment process was enhanced. This process has undergone a huge transformation from the newspaper job advertisements to online job websites and portals. It is seen that social media has not only helped job seeking aspirants in getting jobs of their interest but also helped companies to acquire perfect candidates for their companies. However, the effectiveness of online recruitment remains a question for many organizations.
Defining key terms
    According to Mascarenhas (2019), Employee value proposition is an offer which employer provides to the employees to work for their organization, which comprises of benefits, benefits, and rewards. As mentioned by Houran (2017) LinkedIn is a social networking site that helps in creating a professional network that enhances the recruitment process. Phua, Jin, and Kim, (2017) defined social media as a platform where people share ideas and information. The web- based sites enhance the communication process.
Identification of issues
    Large companies often fail to attract talented aspirants as in this competitive job market; recruiters are constantly searching for the best candidature. This happens when a candidate has received employment offers from multiple companies. In addition, the candidate is now perplexed as to which job offer is best for him. The search for the perfect candidate in some cases takes a lot of time, thus delaying the hiring process. It is also possible that another qualified candidate will lose interest in the company during this delayed period. This issue relates to both the candidate and the company.
    LinkedIn being effective in hiring desired candidates requires an ample amount of time in the beginning, as the candidates need to form networks and communicate with a large number of individuals. In addition, it has some technicalities that may be difficult for some people to understand. LinkedIn likewise confines candidates from utilizing many messages to contacts than a certain limit. Recruiters are...