Related Papers
The Use of Social Network Sites as an E-Recruitment Tool,
The Use of Social Network Sites as an E-Recruitment Tool
2015 •
Yioula Melanthiou
The purpose of this article is to present an initial exploratory investigation on e-recruiting and the role of social network sites (hereafter SNSs) during the process. Particularly, the aim is to identify if companies use social media during their recruitment processes to attract and screen applicants. Three critical elements guided the research: the use of social media to attract and screen applicants; the legal implication of e-recruitment and social network screening; and the possibility of using e-recruitment as the main hiring strategy. Beyond the information generated through the literature review, primary data were collected from Cypriot organizations. The findings of this research endeavor indicate that the online recruitment method has a lot of benefits but also pitfalls of which recruiters should be aware. Furthermore, it seems that the contemporary practice of employee screening through social media can highly affect the hiring decision and legal implications are likely to arise with the wrong use of information. On the contrary, a well-designed system and strategic utilization of available information about potential candidates may significantly assist the recruitment of employees with the most suitable skills and competencies.
Professor Dimitrios Buhalis, Adele Ladkin
Adele Ladkin, Dimitrios Buhalis , (2016) "Online and social media recruitment: Hospitality employer and prospective employee considerations", International Journal of Contemporary Hospitality Management, Vol. 28(2), pp.327 - 345 Purpose – This paper aims to reflect on issues concerning online and social media recruitment in hospitality organisations. It considers the implications for employers and prospective employees, discussing areas of mutual relevance. Design/methodology/approach – The paper draws on existing research to examine the subject of online and social media recruitment. Secondary sources are used to provide a framework for the consideration of online and social media recruitment for hospitality organisations. A model for understanding online-and social media-empowered hospitality recruitment is proposed. Findings – Considerations for employers include website attributes, issues of fairness in the recruitments process and brand reputation. For prospective employees, the considerations centre on public and private online profiles. Considerations common to both include the value of an online presence, the blurring of boundaries in online information and legal implications. Research limitations/implications – This is a discussion paper drawing on evidence from previous research to explore recruitment issues in the hospitality industry. It raises the profile of recruitment issues, mapping the field and providing the basis for further exploration. Practical implications – The paper provides a basis for understanding the impact of online and social media recruitment trends and issues and considers the implications for hospitality employers and prospective employees. Originality/value – The paper's contribution is its reflection on debates from different disciplines and in offering the dual perspective of employers and potential employees from which to consider emerging themes as they relate to online-and social media-empowered recruitment. Introduction This paper reflects on the use of online and social media for recruitment purposes in hospitality organisations. The hospitality industry is renowned for having high labour turnover rates and an element of hard-to-fill vacancies, and attracting suitable employees remains an ongoing challenge. Increasingly, organisations are looking for more innovative ways to make recruitment practices more effective, efficient, engaging and personal. This, in turn, may increase the quantity and quality of the applicant base and in the longer term potentially reduces staff turnover if the person– organisation fit is improved. Attracting the right employee can lead to better service and customer satisfaction, as well as cost efficiency where turnover is reduced (Bharwani and Butt, 2012).
SETA survey of representatives in Tribunal cases 2008
Shardul Deshpande
The-use-of-social-media-in-the-recruitment-process
K Aditya
IMPACT OF SOCIAL MEDIA ON RECRUITMENTS
Anjali Patel
THE CONTEMPORARY FRAMEWORK ON SOCIAL MEDIA ANALYTICS AS AN EMERGING TOOL FOR BEHAVIOR INFORMATICS, HR ANALYTICS AND BUSINESS PROCESS
#1 Kobe Fan
Organizations can use social media analytics as an effective assessment tool from behavioral perspectives, HR as well as business process to collaboratively build competency framework. The present piece of work is an attempt to put forth social media as a contemporary model in the light of the existing literature. Providing literature reviews, this paper also highlights current practices of social media analytics as to how organizations are accessing vast amount of live data from social media in order to understand work-related behavioral aspects of the employees and their employability for both HR process and the business. The analyzed data on customers is also being taken into account to highlight patterns and customers' sentiments related to the marketing efforts. Furthermore, on the basis of the above presented discussion this paper suggests the road map to how: The contemporary framework on… 66 organizations can foster the social media practices. Finally, this paper raises some significant plausible research questions to be empirically researched in order to methodically validate or discard the presented framework on this rapidly emerging phenomenon.
THE IMPACT OF CYBERVETTING ON JOB SEEKERS' SOCIAL MEDIA USE AND IDENTITY CREATION
Courtney Powers
Social media has become an integral part of connecting with others and sharing personal information. As more individuals use social media to express themselves, organizations have begun using these same sites to make hiring decisions in a process called cybervetting. Although some researchers suggest that cybervetting has consequences for self-expression, currently little research has explored how cybervetting impacts job seekers’ social media use and identity creation. Accordingly, this study uses quantitative and qualitative methods to explore how cybervetting impacts job seekers’ social media use and online identity creation. By surveying job-seeking social media users, this study measures the relationships between social media use, concern for cybervetting, Communication Privacy Management and facework behaviors, and social media privacy tools. The results from the survey indicate a relationship between social media use and concern for cybervetting, a heavy use of social media privacy tools, and real accounts of social media behavior changes due to cybervetting, but do not show a direct relationship between a concern for cybervetting and Communication Privacy Management and facework behaviors. Although the results point to conflicting findings, this study sheds light on the evolving nature of cybervetting, social media use, and its impact on online identity creation, emphasizing a call for future research. Please feel free to contact the author for any updates to this work.
Journal of Spatial and Organizational Dynamics
TRANSFORMING A COMPANY'S STAFFING PROCESS: IMPLEMENTING E-RECRUITMENT
2019 •
Journal of Tourism, Sustainability and Well-being (JTSW), Marisol B. Correia
This project discusses the importance of evaluating a company's staffing methods, in order to improve and optimize people recruitment, selection, as well as integration and socialization in the organization. The particular focus is the implementation of Social Media (SM) and e-recruitment in a private sector company, reveling the importance of these digital media to recruit candidates with the desired profile and to support the new collaborators' integration and socialization. A business project is presented, following a scientific-technical approach, in the analysis of functions and in the profiles definitions and on information obtained through semi-structured interviews with human resources specialists who are responsible for recruitment and selection as well as interviews with newly hired workers in the company, demonstrating the effectiveness of these means for jobseekers. At the same time, a project study for the implementation of new digital tools in the company is prepared. This study shows that the development of a new website articulated with SM, for which business pages have been built, in addition to the use of e-recruitment portals, is a real benefit for the organization because they facilitate and increase the performance of the recruitment and selection process at the same time promoting the company's image.
Journal of Vocational Behavior
Recruiting with ethics in an online era: Integrating corporate social responsibility with social media to predict organizational attractiveness
2018 •
James Westerman
Job seekers are beginning to place greater emphasis on the contributions organizations make to society before deciding where to work (Nielsen, 2014). In the present research, role theory, media richness theory, and theories employed in the organizational attractiveness literature were integrated to examine the impact of employers' online advertisem*nt of different types of corporate social responsibility (CSR) on organizational attractiveness. Mock corporate websites and Facebook profiles were created and presented to a sample of 850 United States business professionals. Organizations advertising philanthropic or environmental CSR were perceived to be more socially responsible than organizations advertising economic or legal CSR. With the exception of environmental CSR, the advertisem*nt of all types of CSR resulted in more positive global CSR perceptions when presented on a Facebook profile in addition to a corporate website. In turn, global CSR perceptions were positively related to organizational attractiveness, and the joint effects of CSR information and presentation medium on organizational attractiveness operated through individuals' global CSR perceptions. Conscientiousness was also positively related to organizational attractiveness, in part due to individuals' global CSR perceptions.
Facebook Usage as Social Screening. Exploring the Approach of Admissions Officers from Management Colleges
Elena - Madalina Vatamanescu
The online social networks allow individuals to continuously create and model their self-presentations and representations. Facebook stands for a relevant example as people are given the uncensored opportunity to unfold their online selves according to their interests, preferences, goals and expectations. As a social networking site, Facebook is particularly used for reasons related to social documentation (social searching) and maintaining preexisting close relationships (bonding social capital) that imply knowledge of new information about persons met offline, and less for social exploration (social browsing) that refers to using Facebook to initiate new contacts. The extant recent literature often approach the usage of Facebook as a pre-employment screening tool with a view to select the fittest candidates for the job. Still, there are few studies which address the professors’ endeavor to use social media, in general and Facebook, in particular, as a complementary criterion when selecting future students. At this level, Facebook profiles are liable to stand for cogent indicators for the prospects’ personalities and potential, for their predispositions and professional perspectives. Starting from this point, the current research aims at investigating the approaches on the aforementioned issue of several professors from Management colleges in Romania who are in charge of settling the evaluation reference points of the college admissions procedure. The research is the more relevant so as the future graduate managers should possess some key characteristics which may be anticipated or pre-assessed based on their Facebook profile cues. In order to test the subjects’ openness to consider the implications of Facebook usage as a thorough social documentation tool, nineteen in-depth interviews were conducted. The findings show that there is a high degree of skepticism towards using Facebook as a source of reliable information.
