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A Case Study: The Global Workforce & SHRM BOCK Trends

Updated on December 5, 2019
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A Case Study: The Global Workforce & SHRM BOCK Trends

INTERNATIONAL HUMAN RESOURCE RECRUITMENT, SKILLS TRAINING, AND PROFESSIONAL DEVELOPMENT TRENDS WITHIN A SOCIAL MEDIA PLATFORM


Dr. Rodneshia Ingram-Nance EdD

Perfectly Different Consulting

December 2019


International social media platforms have become the driving influence in recruitment, skills training, and professional development initiatives. The twenty-first-century human resource experts state that social media platform learning and recruitment methods have become the product of a rapidly evolving global economy that has produced a need for advanced knowledge and skills requirements (Lawler & Boudreau, 2015). Researchers have indicated that social media platforms focus upon providing information relevant to helping learners recognize their personal, educational, and career-based potential (Lawler & Boudreau, 2015). For example, researchers list educational blogs, Myspace, Facebook, and YouTube platforms among the most popular modern innovative peer-based communication, training, and recruitment networks (Keen, 2011).

According to the Society for Human Resource Management, 84% of organizations report the current use of social media platforms for recruitment. Additionally, 9% of the organizations mentioned in the Society for Human Resource Management (2017) research study planned to use social media to recruit candidates in the future. As the state of current investigation lacked upon the elaboration of international recruitment, skills training, and developmental-based constructs, this study’s purpose was to investigate the existence of human resource concepts within a contemporary online social networking environment. In dedication to contemporary human resource themes, this framework offered the perspectives of the vendors that provide human resource leadership. This study questioned the nature of international business industry demographics and popular themes within the field of social media-based recruitment, skills training, and professional development.

SKILLS TRAINING AND PROFESSIONAL DEVELOPMENT

A prior study by Ingram (2012) examined the significance that job training and business-ethics-related teachings held within the area of job seeker development. This study’s purpose was to measure the level of business ethics knowledge and training provided to university students under the direction of a political science department curriculum at an American historically black college or university (Ingram, 2012). The results indicated of 13 survey participants, the alumni and the graduate student population scored higher than the undergraduate population on an initial ethics content and workforce development assessment (Ingram, 2012). Among the alumni students, 8 of 10 had less than 2 years of business ethics knowledge. One participant had more than five years of experience, and the results of one participant computed no experience eliminating the assumption that the alumni participants did not have any business ethics exposure (Ingram, 2012). However, Ingram found that the need for training and curriculum reform remained significant. Consequently, these results influenced the researcher to question further the state of international training and curriculum reform.

THE UNITED STATES

Considering this, the staff of Career Source Tampa Bay (2014a) supported that the transition from school to full-time work is not easy. They explained the candidates’ job until they find employment, is to find a job. They further elaborated the only difference from the student experience, was that the candidate was no longer assessed with grades, but was continually evaluated through performance (CareerSource Tampa Bay, 2014a). Upon continuation of the U.S-based segment of the research project, the researcher sent a letter to the presidential office of Barack Obama to provide general data and to advocate for these initiatives. In 2014, president Barack Obama replied with sentiment and appreciation for the information.

“The office of President Obama reassured in 2014: the administration is seeking to launch an across-the-board reform of all our training programs to advance a single mission: train Americans with skills employers need and then match them to the good jobs that need to be filled right now.”

The staff of Career Source Tampa Bay (2014) supported that employers desire to know if candidates have the knowledge, skill, and abilities needed to perform the tasks required to do the job. Upon completing this, CareerSource explained (2014c) employers review job-specific skills, transferable skills, unique talents, job objectives, foundation skills, and additional competencies. In support of the Obama administration’s recommendation, Ingram (2017) began a pilot study and the filming of an American YouTube documentary titled “Life after Commencement” that not only depicted the truth behind the marginalized realities of the college to workforce transition, but also the generalized interpretation of the underemployed, unemployed, and transportation-deprived workforce population. The documentary captured the harsh realities of the challenges and decreased affordability of the job search.

Brian McKenzie (2015) of the U.S. Census Bureau explained, “nationally, the private automobile is the predominant form of transportation for work and other travel purposes in America” (para. 1). In 2017, the U.S. Census Bureau reported 85% of all American workers commuted to work by private vehicle, either driving alone or carpooling. However, the 2016 documentary reflected the generalized view of the remaining percentage of public transportation walking, taxi, and the work from the home population in America. The documentary also reflected the reality that all 25 of the job applications listed transportation as a requirement (Ingram, 2017). Additionally, the documentary listed the budgetary layout of the cost of a job search that included expenses for interview clothing, bus fare, rental car expenses, resume paper, computers, internet access, printing ink, food for survival, and more. The documentary questioned the nature of the funding for these expenses in scenarios where a job seeker’s income reflected 0% (Ingram, 2017).

In retrospect to the 2014 Ingram study, Ahnna Brown, writer for Pew Research, accounted that in 2015, there was a 68% increase in the number of American workers who required an average or above-average workforce preparation in education, experience, and job training (Brown, 2016). Brown further reported 54% of the American labor force indicated the significance of skills training and development for maintaining balance and stability in correlation with advancements in the work industry (Brown, 2016). In August of 2017, the congressional office of Kathy Castor hosted a technology training and job information session that connected constituents with the technical training opportunities needed to obtain good-paying jobs of the future (Angotti, 2017). In June of 2017, the staff of Express Employment Professionals mentioned current President Donald J. Trump’s objective of closing the skills gap with the signing of an executive order intended to expand federally-funded apprenticeship programs (Express Employment Professionals, 2017). The staff of Express Employment Professionals additionally mentioned the Job Genius program designed as a resource for schools and organizations that teach people how to select a career, look for a job, and remain successful at work (Express Employment Professionals, 2017).

To elaborate, researchers Robertson and Aquino (2016) indicated that there is a national skills gap requiring individuals to increasingly embrace lifelong training to remain competitive. Researchers of Robert Half and Office Team Staffing Agency reported 33% of workers indicated the intent to expand a skill set and seek professional development as their top career-related new year’s resolutions in 2018 (Ahuja, 2017). In agreement, the U.S. House Committee on Education and the Workforce (2017) elaborated, “Stronger career and technical education programs are exactly what the American country needs to prepare workers for the demands of a 21st-century economy” (para. 2). Yet, it remains apparent the workforce challenge does not end with the American region. The focus of both the U.S. House Committee on Foreign Affairs (2017) and the U.S. Senate Committee on Foreign Relations (Bartlett, 2017) has been upon the subject of creating international opportunities that support global economic growth.

AFRICA

As the field of human resources embraces a construct of global and cultural effectiveness, researchers continue to evaluate the state of international workforce trends. For example, in 2014, the government of South Africa (2016) indicated the number of skilled workers had increased from 1.8 to 3.8 million since 1994. However, Tivya Ravishankar, a mass communications student of Segi University in Andorra, elucidated the harsh realities of obtaining employment after college graduation. She explained she endured a wait of eight months prior to receiving any opportunity (Ng, 2016). Ravishankar explained the difficulty of job competition among high demand soft skills that most graduates lack (Ng, 2016). Experts explained this was because the job market has been changing and is now increasingly competitive (CareerSource Tampa Bay, 2014d).

Education and skill levels have now become major factors in the selection process (CareerSource Tampa Bay, 2014d). According to the American Labor Department, low skilled jobs that pay a living wage are almost nonexistent today. Additionally, nearly 100% of businesses use computers (CareerSource Tampa Bay, 2014b). As a solution, the staff of Emploitic (2018) of Algeria deliver presentations and workshops where recruiters share their experiences, provide guidance, deliver practical advice, conduct interviews onsite, and make lasting connections with candidates.

ASIA

Consequently, the CamUp Job Center (2016) of Cambodia indicated college could better prepare students for jobs by providing notifications of current job trends, workforce networking, and job interview training.

THE CARIBBEAN

According to ZnS Network (2017) of the Bahamas, the honorable Hope Strachan mentioned the importance of hiring employees who are skilled, knowledgeable, and equipped to manage various challenges. In addition to this, the staff of Career Source Tampa Bay (2014c) explained employers expect employees who are positive-minded, who want to do the work, who can do the job, who are willing to do the job, and whose services they can reasonably afford.

THE MIDDLE EAST

These very frameworks and goals are the principles that guide the technical and vocational education and training program at Underprivileged Children’s Educational Programs Bangladesh (UCEP Bangladesh; 2018). To add, the U.S. Agency for International Development has furthered the global initiative by boosting incomes, creating jobs and reducing poverty in Afghanistan (U.S. Agency for International Development, 2018); Similar data has influenced the expansion of Robertson’s and Aquino’s (2016) notion of a national growing competitive field into a global initiative. Simultaneously, the Florida-based Life After Commencement documentary research suggested a need for boundless accessible training, community, and workforce development training on a global scale (Ingram, 2017).

THE RECRUITMENT INDUSTRY

Although prior pilot studies have determined a need for human resource recruitment, skills training, and professional development training in America, there remains a lack of investigation upon the international viewpoint as it pertains to the Society for Human Resource Management’s BOCK competencies. As human resource material is widely popularized in social media, the research presents that the issue is also present within the idea that the international demographic capacity of current human resource recruitment and development are not specifically known during the active use of social media platforms.

GLOBAL SHRM BOCK TREND DATA

Upon gathering this information, the researcher collected data for a number of 3 weeks. Of a total LinkedIn network population of 7743, the researcher gathered 75 voluntary responses.

From a list of human resource training and development themes, the survey respondents indicated communication, ethical practice, and global and cultural effectiveness as the most preferred human resource training and development themes.

THE UNITED STATES

Currently, research reports gather that “several billions of dollars are spent on social media job advertising campaigns and even after people apply, companies on average spend approximately $4,000 per candidate on interviewing, scheduling, and assessment to decide if someone is right for a job (Bersin, 2017).” According to K Force research, the United States will have 3.5 million STEM-based jobs to fill by 2025( K Force, 2019). Within the upcoming year, Darrin Rohr of HH staffing services suggests hiring critical thinking problem solvers to maximize business profits (H H Staffing, 2019, June 3).

Conversely, recruiters are turning to social media to hire and screen these critical thinkers. Social media websites like myspace have not necessarily gained popularity for their job posting capabilities. Myspace has been mentioned as one of the internet social networking sites that recruiters use to screen potential candidates (MySpace Is Public Space When It Comes To Job Search, n.d.). The recruiters at Adecco back this claim by stating that 43% of recruiters have eliminated an applicant from consideration based on their online reputation and social media activity (Adecco, 2019). Subsequently, Facebook is not only used for candidate screening, but it has also become an industry-dominating hub for corporate job posting and business networking (Job Postings on Facebook using Facebook business Pages, n.d.).

Researchers also indicated social media websites such as LinkedIn can support knowledge construction in a more efficient way due to the character of its social capital, including trust, sense of belonging, norms of cooperation, visible identity, knowledge articulation skills, one-to-one direct interaction, and suitable strength of ties (Li, Cox, & Wang, 2017).

In light of this, the human side of recruitment has been becoming more popular within the industry. Recruiters are starting to become more comfortable with the correlation between social media, technology, and staffing services. In support, Aerotek explains that successful talent management is a conglomerate of high tech tools and personal touch (Aerotek, 2019).

Within the recruitment industry, Frank Crum Staffing indicated employees look for agencies with effective communication, training, flexibility, and benefits (Moore, 2017). Randstad USA’s (2017) data adds that workers value relationships, and opportunities to connect. AppleOne Staffing Agency (2017) explained organizational receptiveness to training and educational support could pay great dividends toward work-life balance, growth, and therefore, support employee engagement and retention. Thrivas, Manpower Group, Ultimate Staffing Services, and Hiregy leverages interview, job search, resume writing, and workplace advice to add to the body of knowledge for candidates (Thrivas, n.d.); (Hiregy, 2019); (Ultimate Staffing Services, 2019); (Manpower Group, n.d.).

Economically speaking, the most recent development in the recruitment industry is the gig economy. The researchers of Kelly Services (2019) “recently surveyed over 2,100 talent managers across the globe—gathering their perspectives on how they leverage free agents within their organizations and how they see the usage of independent talent evolving in the future. The research shows that as organizations mature in their use of gig talent, the advantages become more apparent (Kelly Services, 2019).

LATIN AMERICA

The South American recruitment industry has bigger fish to fry. Within the past few years, the South American recruitment industry has been subject to an unstable economy and governmental uncertainty. “The South American region is reported to be currently struggling to recover its status as a leader amongst emerging growth economic areas. The rapid slowdown has greatly reduced the availability of new job openings as hiring declines. This influenced not only employability but also salary indicators (The Recruitment Industry in South America, 2019).”

CANADA

Canada’s staffing and recruiting industry represent about “two million temporary workers or 13.6% of the country’s workforce. Reports also indicate that this industry represents more than $15 billion in revenue toward Canada’s growing economy (Industry Statistics - Association of Canadian Search, Employment and Staffing Services n.d.). In retrospect, google jobs caused quite a stir when their services began to intertwine with the Canadian recruitment industry. Reports indicated that the disruption caused a more centralized recruitment space and changes to how applicant tracking systems (ATS) and talent management software integrate with platforms like indeed and google (Google Jobs is shaking up Canada’s recruitment industry, n.d.).”

EUROPE

The most pressing conversation in the recruitment industry has been the 2019 Brexit negotiation's progress. Some recruiters have reported a decreasing number of international candidates seeking jobs in the UK. In support of this claim, a study of recruitment agencies on Linkedin highlighted the following issues: “37% of recruiters surveyed are seeing a decrease from Italy, 35% from France, 35% from Germany, 32% from the Netherlands, 29% from Spain and 33% from other EU 27 countries in Q1 2018 (How will Brexit affect the recruitment industry, 2019).” The survey also reports, “several London-based recruitment agencies have seen an increase in business since Brexit due to the following: business growth (56 percent); more vacancies (45 percent); more suitable candidates on the market (32 percent); and sector-specific needs (28 percent (How will Brexit affect the recruitment industry).”

ANALYZING THE QUANTITATIVE DATA IN 2018

The research results show a numerical summary of the following countries represented in voluntary Linkedin survey participation: Venezuela 1, Democratic Republic of Congo 1, Republic of Congo 1, Canada 1, United States 14, Antigua and Barbuda 3, Democratic Republic 2, Ethiopia 2, Kosovo 3, Costa Rica 4, Botswana 1, Taiwan 1, Belgium 1, Jordan 2, Myanmar 1, Republic of Macedonia 1, Kazakhstan 1, Columbia 2, Japan 1, Brazil 2, Angola 1, Slovakia 1, St. Kitts and Nevis 1, Nepal 1, Morocco 1, Italy 3, Indonesia 1, Hungary 1, Bulgaria 1, Sri Lanka 1, Cambodia 1, Timor- Leste 1, Brunei Darussalam 1, Austria 1, Bosnia 1, Cameroon 1, Belize 1, Argentina 1, Ireland 1, Romania 1, and Armenia 1.

The data collection period was three weeks. This portion of the data collection represents a collection of data representing a total LinkedIn network population of 7743; the researcher gathered 75 consenting responses.

The purpose of this research was to evaluate these themes upon the LinkedIn social media network. The purpose of this study was also to uncover data regarding the international demographic capacity of human resource recruitment and development in the social media platform of research location ABC. The nature of this research examines research location ABC’s (LinkedIn) goal to establish interconnected online communities from an international human resource perspective.

Venezuela, The Democratic Republic of Congo, The Republic of Congo, Canada, United States, Antigua and Barbuda, Democratic Republic, Ethiopia, Kosovo, Costa Rica, Botswana, Taiwan, Belgium, Jordan, Myanmar, The Republic of Macedonia, Kazakhstan, Columbia, Japan, Brazil, Angola, Slovakia, St. Kitts and Nevis, Nepal, Morocco, Italy, Indonesia, Hungary, Bulgaria, Sri Lanka, Cambodia, Timor-Leste, Brunei Darussalam, Austria, Bosnia, Cameroon, Belize, Argentina, Ireland, Romania, and Armenia represented the geographical locations present within the international human-resource-based social media platform survey. The United States, Costa Rica, Kosovo, and Antigua and Barbuda represented the geographical locations that presented the most participation within the international human resource social-media-based platform survey.

The survey results report the research participant sample represented the following industries and trades: nonspecific, protocol officer with United Nations missions in DR, Congo, consulting, health care, real estate, government, hospitality, legal, PECB, legal/police, banking, recruitment, higher education, travel industry, medical devices, industry, financial services, hospital, Internet technology and software development, translation services (English-Russian), human resources, internet technology-related project management and sales, Petróleo E Gás, human resources, education, music entertainment, professional services, education, pharmaceuticals, logistics, media, pharmaceuticals, communication, import and marketing of beauty products, brewery, HSE, B2B business, disaster recovery, law enforcement, finance, and game development.

The survey results report the research participant sample represented the following career titles: psychologist, president, vice-president, chief executive, human resource executive, human resource non-management, educator/teacher, general nonspecific, consultant-professional-general management, web developer, tour guide, financial professional investor, marketing specialist student, realtor, and attorney.

ANALYZING THE QUALITATIVE DATA IN 2018 - ETHNOGRAPHIC OBSERVATIONS

It appears the interest in human resource development themes has started to internationally cultivate. As the results depict a growing interest across international regions and job-specific fields, the study makes a connection between international human resource recruitment, skills training, and professional development trends within the LinkedIn public social media platform. Within the international human resource practice, the results imply communication, ethical practice, and global and cultural effectiveness as the highest-rated themes. The researcher could understand the nature of the communication rating because an ethnographic hue presented language differences throughout the survey process. Several survey respondents answered the survey questions within their own native language. The researcher also understood the nature of the practice of global and cultural effectiveness and ethical practice, as there were certain cultural, political, and ethical implications the researcher needed to consider. The researcher paid close attention to the nature of the questions asked on the survey to ensure comfort and trust between the U.S. research project theme and the participant of the responding country. Considering this, the researcher utilized prior knowledge and consideration of international policy, international law, language, political theory, political science, culture, and transformative leadership throughout the evaluative process.

ANALYZING THE QUANTITATIVE DATA IN 2019

The data collection period was more than 365 days. This portion of the data collection represents a collection of data representing an increased total of 14,743 from a previous LinkedIn network population of 7743.

The researcher gathered data pertaining to network connections titled “unemployed.”The data reported 374 results for unemployed connections across all major regions.

The researcher gathered data pertaining to network connections reported to be a “Recruiter.” The data reported 546 results for recruiter connections across all major regions.

The researcher gathered data pertaining to network keywords titled “skills training.” The data reported that of a 14, 743 Linkedin connection population, 153 of the recruiters had some form of reported need or connection with “skills training”. Of a 14, 743 Linkedin connection population, only 27of the unemployed connections had some form of reported need or connection with “skills training”.

The researcher gathered data pertaining to network keywords titled “professional development.” the data reported that of a 14, 743 Linkedin connection population, 208 had some form of reported need or connection with “professional development”. Of a 14, 743 Linkedin connection population, only 12 of the unemployed connections had some form of reported need or connection with “professional development”.

From these results, one would gather that the skills training and professional development trend is thriving among the professionals that are most familiar with the terminology of human resource practice. However, there appears to be a slight disconnect between job seeker, skills training, and professional development trends listed on Linkedin. From this, the researcher would infer that perhaps the skills training and professional related data is not being tactfully advertised by companies. From the appearance of its social media presence, it seems as though the job seekers are not engaged with the terminology. The researcher also infers that the skills training and professional development phenomenon is occurring in practice at local recruitment firms or the experiences encountered on the daily job search by the job seeker. The researcher questions how these trends and key terms if demonstrated in practice, could be scientifically translated.

RECOMMENDATIONS

The research undertaken has highlighted a few topics regarding which further research would be beneficial. As the study presents a majority of American opinions, it is recommended that researchers expand the nature of this study to other international regions while excluding the American demographic. This, in the researcher’s opinion, would broaden the span of the global demographic data that were targeted within this research. The researcher also recommends an extension of time to collect data from the countries that were unaccounted for. To achieve better results, the researcher suggests a strong consideration of time zones and social media lifespans.

The most preferred themes were ethical leadership, global and cultural effectiveness, and communication. The researcher had difficulty understanding why these themes ranked higher than leadership and navigation, relationship management, business acumen, consultation, and critical evaluation. Particularly, leadership is considered as the manner or behavior in which one leads. The researcher would like to know why this was not ranked as important under the notion of political culture. For instance, if the researcher were a woman, would the attitudes of those within more authoritarian countries be less receptive? Also, the researcher asks why the acts of relationship management regarding global diplomacy did not rank as high. Seemingly, the researcher perceived that as the study was about recruitment, skills training, and professional development the act of practicing business acumen, competency, consultation, and critical evaluation would certainly have a more favorable ranking. However, these rankings were less favored, and the researcher questioned why. For more effective results, the researcher suggests adding the interview element in addition to an explanatory section on the survey for each answer entry to gather more information about behind survey participant reasoning.

Last, the researcher suggests the future researchers and human resource students keep a perpetual interest in the field as they carefully align the research objectives with their desired job description and ever-evolving SHRM BOCK competencies.

CONCLUDING THOUGHTS

The field of human resources is by far one of the most interesting professions. Adding the international element adorns the theme with life. This study offered multiple perspectives pertaining to the presence of human resource leadership, academic perspectives, and the vendors that provide it. The entire framework focused on the nature of international business industry research and popular themes within the field of social-media-based recruitment, skills training, and professional development. This study has discovered the basis for recruitment and developmental-based trends is now specifically known to concern global recruitment, skills training, and professional development preferences and themes. This study contributed to the current body of literature upon the subject of technology, global talent acquisition, and training.

The phenomenon of interest was acknowledged as a mixed-methods study that analyzed the international demographic capacity of current human resource recruitment and development practices within a social media platform. LinkedIn has been described to have many powerful tools and inherent capabilities that facilitate the range of networking that students engage in to find internships, placements, jobs, and to make professional connections (Conlon, Taylor, Ashruff, & Bird, 2017). Sociological studies show internet access, skills, uses, and outcomes vary among different population segments (Kim & Cha, 2017).

The intent of this research was to evaluate these themes upon the LinkedIn social network. As the research location’s function is to provide social networking opportunities for people who share similar or diverse personal or career interests, the nature of this research examined this research location’s goal to establish interconnected online communities upon an international human resource perspective. With respect to the problem background of this study, the purpose of this study was to uncover data regarding the international demographic capacity of human resource recruitment and development in the LinkedIn social media platform.

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