It was found that there are four main patterns that explain the use of social media for recruitment in SMEs. First, social media is not the first choice when it comes to choosing a recruitment tool. Second, the use of social media for recruitment is not a structured activity. Third, recruiters use social media the same way they do in their own life. Finally, marketing people are often involved in recruitment practices on social media. These patterns stem from the fact that SMEs have shortcomings in their social media capabilities in general and more specifically in recruitment where gaps exist in terms of knowledge, skills, and attitudes. To our knowledge, this study is the first to explore the use of social media for recruitment and to propose an integrated framework to evaluate social media capabilities. Through the identification and the discussion of a series of practices concerning e-HRM, our results are also helpful in a digital context where SMEs are struggling to keep up with the pace of adoption and use of IT in general.
L’Écuyer, F. and Pelletier, C. (2019), "Exploration of Social Media Capabilities for Recruitment in SMEs: A Multiple Case Study", HRM 4.0 For Human-Centered Organizations (Advanced Series in Management, Vol. 23), Emerald Publishing Limited, pp. 221-239. https://doi.org/10.1108/S1877-636120190000023016Download as .RIS
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