Digital Versus Personal Networks

The Battle Royal continues in the recruitment world.

Business people waiting for job interview. Five candidates competing for one position

What is the best way to help younger workers find a job?

Many individuals believed that tech savvy millennials would easily navigate the world of digital recruitment, but according to a Statistic Canada expert panel of youth employment, that is not the case. Vass Bednar, the chairwomen of the Canadian federal government panel on youth employment, states, “We are deluding ourselves if we think that by digitizing the job application process we are making it more democratic. Network effects are as strong as ever and this hurts young people with less social capital.”

From Stats Canada it looks like the power of the personal network is a persistent as ever in securing employment. Click on the two links below to read more information about this youth employment panel.

Click here to read about youth recruitment by HRM Online.

Click here to read a CTV news article.

Even in this digital age of recruitment where HR professionals believed that hiring would become more transparent and democratic, the research shows that personal social networks are still a significant factor in how employees are hired. HR has to be aware of this and ensure there are credible systems in place to allow networking opportunities for the younger employee trying to get a foothold into the workplace.

Discussion Questions:

  1. Identify a list of ten networking practices that a new HR professional should do to build their professional network.
  1. Discuss the ethics of hiring based on personal networks. Does it conflict with the basic goal of transparently in hiring?