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Book part
Publication date: 30 June 2016

Donald H. Kluemper, Arjun Mitra and Siting Wang

Over the past decade, the rapid evolution of social media has impacted the field of human resource management in numerous ways. In response, scholars and practitioners…

Abstract

Over the past decade, the rapid evolution of social media has impacted the field of human resource management in numerous ways. In response, scholars and practitioners have sought to begin an investigation of the myriad of ways that social media impacts organizations. To date, research evidence on a range of HR-related topics are just beginning to emerge, but are scattered across a range of diverse literatures. The principal aim of this chapter is to review the current literature on the study of social media in HRM and to integrate these disparate emerging literatures. During our review, we discuss the existent research, describe the theoretical foundations of such work, and summarize key research findings and themes into a coherent social media framework relevant to HRM. Finally, we offer recommendations for future work that can enhance knowledge of social media’s impact in organizations.

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-1-78635-263-7

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Book part
Publication date: 8 August 2013

Donald H. Kluemper

It is widely established that many hiring managers view social networking websites (SNWs) such as LinkedIn and/or Facebook in the employment selection process, leading to…

Abstract

Purpose

It is widely established that many hiring managers view social networking websites (SNWs) such as LinkedIn and/or Facebook in the employment selection process, leading to the acceptance or rejection of job applicants. Due to the rapid evolution of social media, scientific study of SNWs has been substantially outpaced by organizational practice. This chapter focuses on a wide range of issues related to SNW screening relevant to research and practice.

Design/methodology/approach

The chapter: (1) reviews the current state of SNW screening practices, (2) describes a wide range of HR issues that should be considered such as privacy, discrimination, negligent hiring, validity, reliability, generalizability, impression management, applicant reactions, and utility, (3) draws connections to related issues already addressed by established employment selection methods to inform SNW screening, (4) discusses pros and cons of potential SNW screening approaches, and (5) provides a framework of best practices that should be incorporated into social network screening policies.

Findings

As an emerging employment selection approach, SNW screening demonstrates potential as a rich source of applicant information, but includes numerous legal and ethical issues. Further, these potential benefits and risks vary widely depending on the approaches used.

Originality/value

Provides HR practitioners with a wide range of information necessary to develop an effective social network screening policy, while making the case for academics to pursue research in this nascent area.

Details

Social Media in Human Resources Management
Type: Book
ISBN: 978-1-78190-901-0

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Article
Publication date: 14 August 2009

Donald H. Kluemper and Peter A. Rosen

The use of social networking web sites (SNWs), like Facebook and MySpace, has become extremely popular, particularly with today's emerging workforce. Employers, aware of…

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Abstract

Purpose

The use of social networking web sites (SNWs), like Facebook and MySpace, has become extremely popular, particularly with today's emerging workforce. Employers, aware of this phenomenon, have begun to use the personal information available on SNWs to make hiring decisions. The purpose of this paper is to examine the feasibility of using applicant personal information currently available on SNWs to improve employment selection decisions.

Design/methodology/approach

A total of 378 judge ratings (63 raters×6 subjects) are evaluated to determine if raters can reliably and accurately determine the big‐five personality traits, intelligence, and performance based only on information available on SNWs. Interrater reliability is assessed to determine rater consistency, followed by an assessment of rater accuracy.

Findings

Based solely on viewing social networking profiles, judges are consistent in their ratings across subjects and typically able to accurately distinguish high from low performers. In addition, raters who are more intelligent and emotionally stable outperformed their counterparts.

Practical implications

Human resource (HR) professionals are currently evaluating social networking information prior to hiring applicants. Since SNWs contain substantial personal information which could be argued to cause adverse impact, academic studies are needed to determine whether SNWs can be reliable and valid predictors of important organizational criteria.

Originality/value

This paper is the first, as far as the authors are concerned, to address the use of SNWs in employment selection, despite their current utilization by HR practitioners.

Details

Journal of Managerial Psychology, vol. 24 no. 6
Type: Research Article
ISSN: 0268-3946

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Book part
Publication date: 30 June 2016

Abstract

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-1-78635-263-7

To view the access options for this content please click here
Book part
Publication date: 30 June 2016

Abstract

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-1-78635-263-7

To view the access options for this content please click here
Book part
Publication date: 8 August 2013

Abstract

Details

Social Media in Human Resources Management
Type: Book
ISBN: 978-1-78190-901-0

Content available
Article
Publication date: 14 August 2009

Hal Gueutal

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1127

Abstract

Details

Journal of Managerial Psychology, vol. 24 no. 6
Type: Research Article
ISSN: 0268-3946

To view the access options for this content please click here

Abstract

Details

Social Media in Human Resources Management
Type: Book
ISBN: 978-1-78190-901-0

To view the access options for this content please click here
Article
Publication date: 28 July 2021

John F. Hulpke and Michael P. Fronmueller

A topic currently receiving significant academic and practitioner attention is called evidence-based management. The purpose of this paper is to suggest that this approach…

Abstract

Purpose

A topic currently receiving significant academic and practitioner attention is called evidence-based management. The purpose of this paper is to suggest that this approach is sometimes over-sold and may be a fad. Additionally, evidence-based management fails to fully recognize the importance of tacit knowledge, what Kahneman calls system 1. Evidence-based management does provide tools to better use what Kahneman calls system 2, rationality. Decision-makers need to take advantage of both rational and beyond rational processes.

Design/methodology/approach

This is an essay, it is not a report of a study. At this point in time, this paper needs thinking, reflection, pondering, more than a data-based study.

Findings

Advocates promote evidence-based management in part to help avoid fads, yet evidence-based management itself has many of the characteristics of a fad. Evidence-based management is based on an objective rational view of the world and suggests highly rational methods of decision-making. However, a rational fact-based might not give sufficient credit to instinct and feelings. Decision-makers should take into account facts, evidence, when making decisions, but not ignore intuition, hunches and feelings. This study is learning that decisions use a galaxy of approaches, with both cognitive and affective flexibility.

Research limitations/implications

As with any opinion-based paper, this lacks empirical support. Proponents ask us to believe in evidence-based management. Neither we, the authors of this paper, nor the proponents of evidence-based management can empirically support the ideas offered. An additional limitation is that the paper is written in one language, English. Translation into another language might yield different meanings.

Practical implications

There are advantages for scholars and practitioners to look at the best available evidence. There can be disadvantages in overlooking non-quantifiable factors.

Social implications

Those who use evidence-based management should also take into account feelings, ethics, aesthetics, creativity, for the betterment of society. To solve wicked problems one needs more than facts and rational analysis.

Originality/value

The overwhelming majority of those writing about evidence-based management are supporters. This study offers a different view. This paper brings new ideas and new thinking to both the extensive fad literature and the huge evidence-based management literature. Evidence-based management is discussed widely. Google Scholar lists more than two million papers in 2019, 2020 and 2021 on evidence-based management. Readers of this journal should critically evaluate this popular set of ideas.

Details

International Journal of Organizational Analysis, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1934-8835

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