MASTER RECRUITMENT MASTER E-RECRUITMENT MANAGER RESPONSIBLE FOR DIGITAL RECRUITATION + UNIVERSITY TITLE WITH 5 ECTS CREDITS

Companies and human resources professionals face an irreversible change to the Internet and social networks. The selection of personnel has evolved and the term recruitment 2.0 defines the most effective way to find the ideal candidate. The new HR scenario implies a permanent and active network of relations inside and outside companies. With this Master e-Recruitment Manager: Responsible for Digital Recruitment The student will learn the necessary knowledge to use social networks (Facebook, LinkedIn and Twitter, among others) with the aim of looking for talent professionals who need your company.

The objectives to be achieved with the realization of this Master in Recruitment are the following: - Know what social networks and their different typologies are. - Analyze how to look for talent and what is the optimal way to do so through social networks. - Reflect on the advantages and disadvantages of recruitment and network selection. - Recognize the tools, channels and applications we have, and the best way to take advantage of them. - Establish objectives, define a strategy and plan the search for recruitment 2.0 using the different social networks. - Know and analyze the phases through which the selection interview is going through. - Specify the application and functionality of the different types of selection techniques. - Enter the student in the phases and techniques of the selection process. - Obtain a global vision on the use and importance of the competency selection process. - Provide a more strategic vision of the Human Resources Department, in order to apply measures in the planning of templates, selection, recruitment, training, promotion and remuneration aligned with the general strategy of the company. - Provide a new evaluation of the worker with respect to their competences and performance to achieve the objectives and values of the organization. - Know what social networks and their different typologies are. - Analyze how to look for talent and what is the optimal way to do so through social networks. - Reflect on the advantages and disadvantages of recruitment and network selection. - Recognize the tools, channels and applications we have, and the best way to take advantage of them. - Establish objectives, define a strategy and plan the search for recruitment 2.0 using the different social networks. - Acquire basic and up -to -date knowledge about the management of contracts, payrolls and procedures with social security. - Know the different applications available and influence of culture 2.0 for talent and knowledge management. - Provide the student in a quick and simple way to apply new technologies to the functions and tasks of a human resources department. - Acquire knowledge of innovation and motivation.

With the realization of this Master Recruitment Manager you can work in human resources departments in companies. You can perform your work as a staff selection specialist.

This Master E-Rectment Manager provides the student with the necessary knowledge to use social networks (Facebook, LinkedIn and Twitter, among others) with the aim of looking for professionals with the talent professionals that his company requires.

The present master e-Ruitment Manager is aimed at all those who want to guide their future work towards the search and management of talent through social networks. He also addresses those people who want to expand their professional knowledge in this area.

This training is not included in the scope of official regulated training (Infant Education, Primary Education, Secondary Education, Official Professional Training FP, Baccalaureate, University Degree, Official University Master and PhD). It is therefore a complementary and/or specialization training, aimed at acquiring certain skills, skills or aptitudes of a professional nature, being able to be barely as merit in workbags and/or opposition competitions, always within the complementary training section and/or continuous training being always essential to review the specific requirements of the public labor stock of the public labor stock market.