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Ernest and Young used Facebook to develop a pool of candidates for their internship program. The social network effort produced over 34,000 candidates and 'drastically reduced it's expenses and appealed to candidates who would traditionally miss it's campaign' (Anand 21). Mobile device platforms including I-Pads, I-Phones, and Androids 'enable recruiters to approach and entice more users, especially Generation-Y users, who will be tomorrow's executives and business leaders' (Anand 43).

One of the most important pieces of a recruitment process that includes social networking is the phone screen. The phone screen is an opportunity to ask specific questions surrounding information that the recruiter obtained from social networking. This solution helps the recruiter confirm information they already have already placed into their minds concerning a candidate, or to find discrepancies that should be addressed and expanded upon. In particular, the phone screen can be used to target job requirements and educational requirements. Ultimately, to follow an ethical standard recruiters must be critical of all the information they are presented with.

Blogging and user updates on social networking sites are the third stop along the hiring process to ethically infuse your recruitment with social networking. According to Anand (2010), 'today's candidate prefers to interact via rich media using videos on YouTube, forums on LinkedIn, groups on Facebook, and other social media channels. This is partly why after Google, Facebook and YouTube are the biggest search engines on the web.' Individuals that undergo an organizations interviewing, hiring, sourcing, or even recruiting processes often actively blog about their interviewing experience. According to Litherland, 'In an age of social media, brand identity is more vulnerable than ever. Candidates leaving an interview with a sour taste can and will log into their Facebook, LinkedIn, and Twitter accounts or personal blogs to vent negative experiences.' For example, a company located in DC called 'The Advisory Board' has information readily accessible on the internet that states salary offers that were turned down and people's negative perceptions about the company culture. One blogger wrote about their interview experience at The Advisory Board, saying, 'The day long interview was pretty straight forward. I also found that the cases were not true cases like those in case and point. I thought my last interviewer was a little rude and was digging a little deep into my experiences etc. Overall, everyone was nice.' Not all applicants will proactively search out this information, but those that do may gain knowledge that could influence salary negotiations and general continued interest in the organization. Applicants have the ability to affect the organization's brand by use of social networking sites. The connection between interviewing and branding is quite strong. In today's world, branding is key to attracting talent; doing so ethically will have the highest long term financial payoff.

Finally, to protect against invalid or false information some of the best organizations are using background checks and educational verifications. These must be incorporated into the hiring and recruitment process. For some organizations this can be diff本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。