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1 – 10 of over 19000Abdulrazaq Kayode AbdulKareem, Kazeem Adebayo Oladimeji, Abdulrasaq Ajadi Ishola, Muhammed Lawan Bello, Abubakar Yaru Umar and Abdulhakeem Adejumo
This study examines the adoption of information and communication technologies (ICT) for e-recruitment and its impacts on public value outcomes.
Abstract
Purpose
This study examines the adoption of information and communication technologies (ICT) for e-recruitment and its impacts on public value outcomes.
Design/methodology/approach
A survey was conducted with 213 public sector employees in the federal civil service using a questionnaire to test a conceptual model integrating the Technology Acceptance Model, Media Richness Theory and Public Value Theory using PLS-SEM analysis.
Findings
Results validate significant positive relationships between ICT adoption, social media use for e-recruitment and public value creation. Internet self-efficacy positively moderates public value outcomes.
Research limitations/implications
While this study makes valuable contributions, avenues remain to further expand generalizability, strengthen validity and incorporate additional institutional factors in the framework.
Practical implications
The study provides insights to guide policies and interventions aimed at improving ICT adoption success and public value gains from e-government investments in developing countries.
Originality/value
The research makes key contributions by operationalizing and empirically assessing the public value impacts of e-government innovations and examining adoption issues in an understudied developing country context.
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Keywords
Ashutosh Muduli and Jeegnesh J. Trivedi
The increased popularity of social media has been prompting the recruitment managers to use social media recruitment. Very little has been studied on the effectiveness of social…
Abstract
Purpose
The increased popularity of social media has been prompting the recruitment managers to use social media recruitment. Very little has been studied on the effectiveness of social media recruitment from the recruiter's perspective. Influenced by the diffusion of innovation theory, the study measures the usefulness of social media recruitment through various prehire and posthire recruitment outcomes. The study also used the media richness theory to examine the role of credibility and satisfaction as a mediating variable.
Design/methodology/approach
Data has been collected from the recruiters in the public and private sector of India. Available literature is studied to develop survey instrument validated through experts from industry and academia. Pilot study was conducted to test for any construct weaknesses. Data is analyzed using AMOS.
Findings
The study result proved that social media recruitment is significantly related to both prehire outcomes and posthire outcomes. The result also proved the mediating effect of credibility and satisfaction and suggests recruitment practitioner to emphasize on disseminating credible, relevant and sufficient information through suitable communication mode.
Practical implications
HR professional to be careful about the information provided through a social media recruitment method. Practitioner to establish credibility of the information to create a sense of satisfaction by the applicants toward the information. Thus, as the information becomes more credible, the attraction to the organization also increases, which in turn results in more applicants applying for the job.
Originality/value
This is the first quantitative study to examine effectiveness of social media recruitment under the influence of mediator – credibility and satisfaction considering the data from the recruiters.
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Adele Ladkin and Dimitrios Buhalis
This paper aims to reflect on issues concerning online and social media recruitment in hospitality organisations. It considers the implications for employers and prospective…
Abstract
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.
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Helle Kryger Aggerholm and Sophie Esmann Andersen
Drawing on a unique case of a Web 3.0 recruitment campaign, the purpose of this paper is to explore how a Web 3.0 social media recruitment communication strategy influence, add…
Abstract
Purpose
Drawing on a unique case of a Web 3.0 recruitment campaign, the purpose of this paper is to explore how a Web 3.0 social media recruitment communication strategy influence, add value to and challenge conventional recruitment communication management.
Design/methodology/approach
The study draws on a reflexive dialogical research approach, which means that it is methodologically designed as a critical dialogue between on the one hand an empirical case and on the other hand theories on social media and strategic communication.
Findings
The study points toward a fundamental new approach to recruitment communication. The application of a Web 3.0 strategy entails what we term an open source recruitment strategy and a redirection of employee focus from work life to private life. These insights point toward ontologically challenging the basic assumptions of employees, work life and the employing organization.
Research limitations/implications
The paper presents a single-case study, which prepares the ground for larger, longitudinal studies. Such studies may apply a more long-term focus on the implications of applying Web 3.0 recruitment strategies and how they may be integrated into – or how they challenge – overall corporate communication strategies.
Practical implications
A turn toward Web 3.0 in recruitment communication affects the degree of interactional complexity and the level of managerial control. Furthermore, the authors argue that the utilization of a Web 3.0 strategy in recruitment communication put forth precarious dilemmas and challenges of controllability, controversy, ownership and power relations, demanding organizations to cautiously entering the social media 3.0 employment market.
Originality/value
This study indicates how the value and potentials of social media as facilitating participatory processes and community conversations can be strategically used in and fundamentally alter recruitment communication, and hence offers new insights into a paradigmatically new way of understanding what strategic social media recruitment is, can and do.
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Ron Fisher, Ruth McPhail, Emily You and Maria Ash
– The purpose of the paper is to investigate if, and to what degree, social media are used for the recruitment of global supply chain managers.
Abstract
Purpose
The purpose of the paper is to investigate if, and to what degree, social media are used for the recruitment of global supply chain managers.
Design/methodology/approach
This is a conceptual paper that discusses how organizations should engage with social media platforms for effective recruitment of global supply chain managers.
Findings
Findings are that organizations seeking to employ global supply chain managers, particularly those engaged in B2B activities, lag other industry sectors in adopting new ways of recruiting talent. Building on the findings, we present models of how organizations should move to adopt web-based technologies and the steps needed to engage fully in using social media to recruit global supply chain managers.
Research limitations/implications
Global supply chains (including logistics) lag other industry sectors in adopting social media networks for recruitment, and risk missing out on talent if the issues are not addressed. Serious consideration needs to be given, particularly by B2B but also by B2C businesses, in order to attract suitable employees. Employees’ and prospective employees’ expectations will increasingly revolve around the use of social media.
Originality/value
The research is original in that it investigates an emerging, contemporaneous issue that is of considerable importance in recruiting global supply chain managers. The research provides value by highlighting that in recruiting global supply chain managers, organizations have been slow to adopt new technologies, and recommends actions to remedy this.
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Mushfiqur Rahman, Erhan Aydin, Mohamed Haffar and Uzoechi Nwagbara
This study aims at demonstrating how social media shape the recruitment and selection processes of individuals in developing countries. It further explores the impacts of social…
Abstract
Purpose
This study aims at demonstrating how social media shape the recruitment and selection processes of individuals in developing countries. It further explores the impacts of social media on business productivity, cost efficiency, widening of search, less employee turnover and competitive advantage mediated by adopting e-recruitment processes. This research adopts social network theory to discuss the findings and highlight the new mechanisms that legitimise business manipulation in e-recruitment process by exploring the usage of social media.
Design/methodology/approach
Secondary data based on literature review is triangulated with 37 semi-structured qualitative interviews with managerial and non-managerial members of staff.
Findings
The findings show that e-recruitment has immense advantages to businesses. However, the authors also consider the dark side of social media and e-recruitment process by considering social network theory as a manipulation tool in organisations of developing countries.
Originality/value
Having adopted the social network theory, this research highlights the new mechanisms that legitimise business manipulation in e-recruitment process. Thus, it demonstrates technological advancements that reshape the dynamics of social networks and recruitment processes.
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Keywords
Rita Bissola and Barbara Imperatori
The aim of this chapter is to explore employee behaviors and expectations of the role of social media when searching for jobs, to offer recruiters and companies valuable insights…
Abstract
Purpose
The aim of this chapter is to explore employee behaviors and expectations of the role of social media when searching for jobs, to offer recruiters and companies valuable insights to design and manage appropriate web-based employer branding and recruitment strategies.
Methodology
The research strategy is based on semi-structured in-depth interviews involving 34 central informants: talented Gen Yers and social media recruitment experts and mangers. The project focuses on the Italian context, an exemplary country with the highest social media penetration rate.
Findings
The results demonstrate the “bounded” popularity of social media as a recruitment tool among Gen Yers who implement up to five active and passive behaviors, albeit not all widespread, according to varying patterns and using different social media for different purposes: receiving, seeking, sharing, leading, and experiencing. Gen Yers, with aims that vary in line with various staffing phases, collect and share rumors and voices from both internal and controlled organizational sources but also, and above all, from external and organizational sources that companies do not control directly.
Practical implications
Social media seem to offer appealing and valuable opportunities to attract and engage talented young individuals, sustaining the quality, quantity, and fairness of employment relationships. Conversely, they also involve some organizational risks and costs. The chapter offers some managerial cautions and advocates a radical change in the prevalent HRM mindset for the improved management of transparency that social media solutions entail.
Originality/value
Results contribute in understanding how social media can better sustain employer branding and recruitment activities, especially considering the needs and expectations of talented young employees and professionals in the Italian context. Italy is an emblematic context, where the social media potential appears to be extremely interesting, considering its high rate of social media penetration.
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Aurélie Girard, Bernard Fallery and Florence Rodhain
The development of social media provides new opportunities for recruitment and raises various questions. This chapter aims to clarify areas of agreement and disagreement regarding…
Abstract
Purpose
The development of social media provides new opportunities for recruitment and raises various questions. This chapter aims to clarify areas of agreement and disagreement regarding the integration of social media in recruitment strategies.
Methodology/approach
A Delphi study was conducted among a panel of 34 French experts composed of 26 practitioners and 8 academics.
Findings
Three quantitative results and five qualitative results are presented. Social media appear as an opportunity to raise the strategic role of HR professionals through employer branding strategy, internal skills development, and a greater involvement of managers within the sourcing process.
Practical implications
This study points out several barriers and limits regarding the integration of social media in recruitment strategies and encourage HR professionals to take up the challenge. Multiple recommendations are addressed to HR professionals.
Originality/value of chapter
This chapter is based on an innovative application of the Delphi method. Moreover, it offers a more comprehensive and critical look on the integration of social media in recruitment strategies.
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Jessica M. Badger, Samuel E. Kaminsky and Tara S. Behrend
Rich, interactive media are becoming extremely common in internet recruitment systems. The paper investigates the role of media richness in applicants’ ability to learn…
Abstract
Purpose
Rich, interactive media are becoming extremely common in internet recruitment systems. The paper investigates the role of media richness in applicants’ ability to learn information relevant to making an application decision. The authors examine these relationships in the context of two competing theories, namely media richness theory and cognitive load theory, which predict opposite relationships with information acquisition. The paper aims to discuss these issues.
Design/methodology/approach
Participants (n=471) either viewed a traditional web site or visited an interactive virtual world that contained information about an organization's culture, benefits, location, and job openings. Culture information was manipulated to either portray a highly teams-oriented culture or a highly individual-oriented culture.
Findings
Participants who viewed the low-richness site recalled more factual information about the organization; this effect was mediated by subjective mental workload. Richness was not related to differences in culture-related information acquisition.
Practical implications
These findings suggest that richer media (such as interactive virtual environments) may not be as effective as less rich media in conveying information. Specifically, the interactive elements may detract focus away from the information an organization wishes to portray. This may lead to wasted time on the part of applicants and organizations in the form of under- or over-qualified applications or a failure to follow instructions.
Originality/value
This study is among the first to use a cognitive load theory framework to suggest that richer media may not always achieve their desired effect.
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Keywords
Ashutosh Muduli and Jeegnesh J. Trivedi
Recruiters’ decision to use recruitment methods (RMs) depends on several expected outcomes such as number applications, quality of applicants, speed of filling up vacancy, post…
Abstract
Purpose
Recruiters’ decision to use recruitment methods (RMs) depends on several expected outcomes such as number applications, quality of applicants, speed of filling up vacancy, post joining job performance, absenteeism, commitment and satisfaction of the applicants. RMs may vary from each other in terms of its capability to communicate different type of information. The current research aims at exploring recruiter's intention to use RMs like job advertisement (JA), online recruitment (OLR) and social media in reference to several recruitment outcomes (ROs). Further, the role of information credibility and sufficiency (ICS) on recruiter's intention to use has been studied.
Design/methodology/approach
Data were collected from 242 recruiters from the manufacturing and service sector of India. The survey instrument consists of RMs, recruitment outcome and credibility and satisfaction that are identified following the theory of planned behavior (TPB). Confirmatory factor analysis (CFA) was used for a simultaneous assessment of overall and specific elements of measurement validity and reliability. Structural equation modeling (SEM) is used to test the hypothesized model.
Findings
The result shows that RMs significantly relates with ROs. In detail, social media recruitment (SMR) significantly relates with pre ROs and post ROs; OLR significantly relates with pre ROs and post ROs and JA significantly relates post ROs. Only JA insignificantly relates with pre ROs. The result also supports the hypothesis that ICS acts as a mediator between the influences of RMs on ROs.
Research limitations/implications
The result of the study has important theoretical and managerial implications. The theoretical implication is explained from the perspective of signaling theory (ST) and elaboration likelihood model (ELM) theory.
Originality/value
The study is unique as multiple RMs have been studied with reference to both pre and post ROs using the data collected from the recruiters.
Details