The rapid development of new technologies has brought about major changes in the way business operates, and even in the process of human resource recruitment, which is certainly one of the main processes of human resources management. Social networks, although made primarily for the purpose of entertainment, have become a new source of staff in recent years, which is widely used in the business world, and the public administration has to adapt to these trends. In public administration in Serbia, social networks have not been used sufficiently and often not in the right way, while the situation is somewhat better in the region. State bodies, primarily ministries, most often use social networks for the purpose of occasionally informing the public about their work. This is mostly done without much creativity and effort to make this content interesting, which leads to insufficient interest of people for these profiles on social networks, i.e. these posts are unnoticed. Recruitment through social networks is almost non-existent in the public administration. If recruitment in in the public administration was done more throuhgt social networks than in a traditional way, better results would be achieved, the level of nepotism and corruption would be reduced, and the level of public confidence in the work of state institutions would also be raised.
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