Networking as a Job Search Behavior - Essay Example

Introduction Getting a job is an experience that almost everyone shares. With this, it has been an interest for sociological studies in terms of social mobility and social psychological studies involving organizational studies. One aspect of this experience that this paper looks into is networking as a means of getting a job. Various methods of seeking a job have been employed by job seekers. Some look through the classified ads and job sites. But recently, job search counselors and popular job search books advise the seekers to take advantage of their social networks in finding a job most suitable for them or even just a job that would provide for their needs (Hoye, et.al., 2009). Since social networking is vast and can be of different interpersonal levels of relationship, the specific outcome of using this kind of job search strategy is not fully defined or specific. The characteristics of the network can influence differently the intensity and the outcome of the job search (Hoye, et.al., 2009). As a job search behavior, networking is seen as a job search strategy that is becoming prevalent even in good economic times. Studying this behavior identifies and investigates how social networks affect and impact social mobility in terms of movement in employment and how it impacts application and employment outcomes. One significant advantage of knowing the trends of social networking as a job search strategy for the society is understanding how job and social mobility is connected and how this study can provide a developmental basis for the improvement of job searches, screening and hiring process for companies. Studying the trends can also provide a basis for developing social networking as a tool that can serve the company to its advantage. Networking behavior defined under the theme of job search means developing and maintaining relationships that are potentially beneficial for assistance in work and in career (Hoye, et.al., 2009). This includes referrals and recommendations, whether from acquaintances or from close friends or family members. This is especially beneficial for first-time job seekers since they have very limited knowledge of the field they are targeting to work under. Getting referral from friends and relatives can also be a boost for an individual to go for the application, having to work in a new environment with someone you know can lessen the stress and uneasiness. It can also alter negative thoughts like fear in regards to acceptance from co-employees, work competence and change to more positive thoughts like excitement and eagerness. Research Problem The premise of this study is that interpersonal ties or social networks have an impact on job search and employment opportunities for individuals. It also looks into the different kinds of interpersonal ties, strong and weak ties, and how it impacts employment of an individual searching for a job. It also looks into the hypothesis stating that strong interpersonal ties rather weak ties within the social network are more advantageous in getting a job. The study focuses on how people usually get jobs and what ties are used more, strong ties or weak ties. Literature study shows that strong ties are used most often than weak ties. But results of this study indicate that weak ties get job seekers an opportunity in the job market. The reason for this may lie in the higher number of samples within the age range of early and late twenties when building social networks are high. Research Methodology The research method that this study employs is the survey method. The survey method is the most qualified research method in this study as it is able to present an overview of the people’s perspective regarding using social networking as a means of job search strategy. This method also gives an overview of the percentage of individuals in campus, with or without job experiences, which used interpersonal ties in finding and getting a job. Also, it gives an overview of the percentage of these individuals who actually used their interpersonal ties and were beneficial in using either strong or weak ties. This is important in determining the validity or nullity of the hypotheses that the study is addressing. Review of Related Literature The study of social networking and interpersonal ties in job search has just been recently studied and there are very few literature relating to it. One of the closest themes that can be used in studying this job search strategy and behavior is social mobility. Recent studies actually looked into this topic since it is becoming a prevalent behavior in the society and the market. Previous studies with a connecting theme were economic in nature. It was motivated primarily by unemployment and labor shortages (Granovetter, 1995). Prior common practices of job seeking are categorized between formal and informal seeking tools (Granovetter, 1995). Formal category includes commercial and public employment agencies and advertisements while informal category includes personal contacts or direct contact with the employer or hiring agent that the job seeker does not know personally prior to finding a job. The use of contacts has played a crucial role in defining who gets the position. The level of interpersonal ties influences greatly the outcome of the job search. Recent studies focus on this perspective more rather than previous studies which focus on the impacts and the patterns of job search behavior in terms of employment and economic terms. Exploring the causal implications of the interpersonal ties and how these contacts were connected to the job has been the theme of more recent studies as it defines the movement of information and the behavior (Granovetter, 1995). This is relevant in looking at the social patterns that govern job search behavior and social mobility through employment. This implies that networking has been used as a job search strategy because of the information and assistance it offers with regards to the job position, qualifications and requirements needed to fulfill the employment. Using contacts play a crucial role not only in finding a job but also in getting information from a certain industry one is targeting to work under. With this, one gets tips and advices on how to satisfy the qualifications and requirements of their target open job position. Having background about the job will help you gain an edge on the selection or application process. The job seeker will have an idea with the aspects they need to prepare on, like exams and possible interview questions. The trend of studying social networking in job seeking does not end in studying and understanding the implications of interpersonal ties with employment outcomes. Social network characteristics are possible determinants of employment outcomes (Hoye, et.al., 2009). The social network theory defines social networking as a job search behavior as an intentional use of the job seeker’s social network with the purpose of finding a job (Hoye, et.al., 2009). In a formalist perspective under the social network theory, the structure of the social network used has an indirect influence in the intensity and the effectiveness of the use of social network. This indicates that the more contacts and the larger the social network of the job seeker has, the more likely that he will find a job. It is also important to look at the strength or level of relationship between the job seeker and the contact. Interpersonal ties can be defined as strong or weak (Hoye, et.al., 2009). Strong ties are basically family members or friends. Weak ties are friends of friends, acquaintances or agents and employers not known previously. Family ties can be very strong in getting a family member a job, this is because of the internal and personal relationship they have. Family ties are usually emotion based, the strong emotional bond between family members can be enough reason to support a family member to get a job, or even get a job in a desired field that is similar to the relative or family member or even get in the same company. Also, information transfer from strong ties is more accurate and beneficial than weak ties which give a vague or general description of the job position or what to expect from the job. Family ties may be effective depending on the influence in the company of the individual’s referrer have. Some referrers may be considered to be an entry level worker in a particular company, getting information on how the process of application and work background can be obtained from this particular family member. This information can give us a heads-up on how to prepare for the application. But the case may be different if the family member which is the referrer has great influence in the company. It has been a tradition in every company to have every applicant go through and pass a screening process in order to determine if the applicant is suited for the job before they get indorse for the actual process interview or operations. Having passed the screening process is not an assurance of getting employed or getting the job applied for. Final interviews are usually conducted in order for the manager to determine if the applicant is suited for the environment and can cope up with the stress that goes with the job itself. There are also numbers of applicants who fail going through this final process, in this case the influence of the referrer will then be a basis of hiring. This indicates that the greater the influence of the contact is within the company or the industry, the more likely the job seeker is to land a position, even an entry level, within the company. However, since there are other possible qualified applicants, internal influence from a strong social network can be advantageous for the job seeker as it can give an edge for the job seeker. Another perspective that can be looked over is the substantialist perspective, wherein the content of the information from the social network can determine its own benefits and advantages ((Hoye, et.al., 2009). Studies in this perspective look at how higher-status networking ties positively correlates to employment outcomes. Another facet of studies of social networking in relation to job search behavior is the conceptualization of the phased process and employment outcomes (Hoye, et.al., 2009). These are classified into three categories: job search outcomes, quantitative employment outcomes and employment quality. With this, it can be seen that the stronger the interpersonal ties are, the more likely the job seeker can get a higher number of job opportunities and a higher quality of employment. Also, this intensifies the view that the stronger the tie is with the social network, the more likely the job seeker is to find a job suitable for his qualifications and skills. Since the contact plays a crucial role in determining what the job seeker can do and cannot do, the contact will be able to suggest a more suitable company or position that the job seeker can apply for. Thus, there is a higher the possibility of the job seeker to be employed. Another direction of the study is the correlation of social network and the level of wage that a hired job seeker can get. In the study of Kmec and Trimble (2009), it is found that an influential contact, or the one who has the authority to hire, can yield a relatively higher pay than using no contact to find a job. This indicates that there is a positive influence in using strong social networks that has a high level of connection and degree within the company. This is similar to Hoye’s et.al. study (2009) that the strength of the contact and the status of the contact within the company that he is intending to work for has a big impact in the networking behavior and employment outcome. Data Results and Discussion Providing a structure for the study, the related literature prepares the aspects to be looked into to find out whether the hypothesis can be accepted or rejected. With this, a survey questionnaire has been prepared that looks specifically into the networks that each respondent used to find their jobs. The survey questionnaire answers questions on the gender and age of the respondent. Significantly, it presents questions whether the respondent has a job or not, how he found out about the job he had or he has and whose referral, the strong or the weak, was able to provide them job opportunities. As a background of the sample group, 22 are male and 21 are female. This shows equality in the gender groups within the sample. The data gathered from the survey conducted yielded results that correlate with the studies used as a background of the direction of this study. Out of the 50 respondents, only 43 were considered for the research they were the people who have or had work experience. Out of the 43 who have job experience, 31 currently have a job. Out of the 31, 16 are male and 15 are female and out of the 12 who had previous job experience but without a current job, 5 are male and 7 are female. This indicates that in employment, there is a prominent equality of employment opportunities because of the equal numbers of people who have and who does not have a job, and of the people with work experience. 12 are in the age group 19-25 years, 11 are in the age group 26-30, 8 are in the age group 31-35, 6 are in the age group 36-40, 3 are in 41-45, 2 are in 46-50 and 1 is in 51-55 age group. This indicates a lower number of people who has or had work experience in the higher age group than the lower age group. Out of this 43 respondents, 28 or 65% answered that they rely on referrals on getting jobs. This indicates a correlation with using social networks rather than other formal means of finding a job. However, the results gathered on this sample showed that there is a lower employment opportunity with strong ties rather than weak ties. Of the 43 respondents who have or had work experience, only 8 respondents or just 19% of the respondents with work experience found jobs through their family, relatives or friends, that is which classified as strong ties. 19 out of the 43 respondents, or 44% answered that they found jobs through acquaintances or friends they are not closely related with. These results also coincide with the answers of the 31 respondents who currently have a job. 16 out of the 31 respondents or 52% of the individuals who are currently employed answered that they found their jobs through referrals from friends who are not closely related to them. This indicates that with this sample, the hypothesis is rejected. Having strong ties does not automatically result to an employment advantage. Looking at the age range of the sample group, however, can give a more defined view of the results of this study. Results show a high percentage of respondents under the early and late twenties. This indicates that these age groups maintain a lot of people within their social network, using it for employment opportunities or for other purposes. This also shows that there is a high probability that there are a lot of weak ties formulated by this age group because of their social nature. Looking at a sociological perspective, this indicates that social networks are treated not as a means of emotional connection but contacts that are kept for opportunities for business or work. Using a functionalist perspective, social networks function as a means for social mobility since establishing ties, whether strong or weak, with different kinds of people ensure an individual opportunities for one’s life. Seeing this as a means of social mobility, networking is designed to create a ladder for one’s success or failure, depending on how one uses it. Using a conflict perspective, this indicates that social networks can work as an ally or a rival in the opportunities that can be given to the applicant as the social network can possibly destroy or create a good image of the applicant. Conclusion Gathered from the results of this study, the hypothesis that strong ties are more advantageous and beneficial for attaining a job is rejected. There is a very clear disparity in the numbers that indicates the benefit of strong ties. With the numbers in the survey, it can be seen that weak ties have the most success rates in getting a job. However, the results of this study do not correlate and coincide with the previous studies that were used as a background and the direction for this research. It does not, however, conclude that this is the case in all societies and at all times. This is just a general overview of the result of this study as there is no in depth perspective that was taken into consideration, like the tie status of the social network that the respondents used. This signifies a possible direction of future research and studies, this time looking at how weak times impact employment opportunities and job search behaviors. This can also be a direction in studying the possibility of the tie status, whether from a strong or a weak tie, and how it can impact employment outcomes. Based on this study, gathering from the data results and the background research, employment outcomes can be affected not only by individual behavior but also by social behavior. It initiates possibilities of the effect social mobility, not only in terms of status of a person within the society, not only in terms of the movement of the society from one perspective to another, but also in terms of employment and economic field. This shows how social studies and economic studies can be studied hand in hand. This study then concludes that social networking is important in studying job search behaviors and employment outcomes as it gives an indication of the position of the applicant within the company he is applying into, and it gives a glimpse of the individual’s position in the society and how he is within the society. Social networking can be used for social mobility since it provides opportunities for the individual in creating a ladder, a step towards another level or class through the contacts one creates. References Granovetter, M. (1995). Getting a job: a study of contacts and careers. IL: The University of Chicago Press. Hoye, G., et.al. (2009). Networking as a job search behavior: a social network perspective. Journal of Occupational and Organizational Psychology 82(pp.661-682). The British Psychological Society. Kmec, J. & Trimble, L. (2009). Does it pay to have a network contact? Social network ties, workplace racial context and pay outcomes. Social Science Research 38(pp.226-278). Read More