Search results

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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

Keywords

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

Keywords

Article
Publication date: 5 April 2013

Nickolas Ollington, Jenny Gibb and Mark Harcourt

The increased popularity in using online social networks by recruiters has received much positive attention, particularly in the popular press. Using social network theory…

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Abstract

Purpose

The increased popularity in using online social networks by recruiters has received much positive attention, particularly in the popular press. Using social network theory this paper aims to examine how the structure and governance mechanisms of these networks can assist this process. The authors ask: how do recruiters use online social networks to effectively attract and screen prospective job applicants?

Design/methodology/approach

The semi‐structured interview approach is used to gather data from 25 recruitment specialists.

Findings

The connector role is identified as a specific attraction mechanism recruiters use to create numerous weak ties, where some are so weak they barely constitute ties at all. The authors then identify branding, transparency and data specificity as three mechanisms recruiters use to strengthen these ties when performing the attracting and screening functions.

Originality/value

This is the first paper to analyse online recruitment, using social network theory, and hence it has important implications for both academic and practitioner audiences involved in recruitment.

Details

Personnel Review, vol. 42 no. 3
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 20 April 2010

Vegard Iversen and Gaute Torsvik

The purpose of this paper is to explore the roles of social networks and intermediares in recruitment and as instruments to control the workforce in lower end urban labour…

Abstract

Purpose

The purpose of this paper is to explore the roles of social networks and intermediares in recruitment and as instruments to control the workforce in lower end urban labour markets in developing countries. The existing literature favours explanations where networks and middlemen are vehicles to disburse information about vacant jobs or screening mechanisms that improve worker‐job matches. Intermediaries may also enable employers to evade labour regulations. This paper highlights instead their roles as incentive providers or mechanisms that alleviate behavioural risks in work relations. A novel aspect of this approach is that behavioural risks on both sides of the work relation are considered.

Design/methodology/approach

After reviewing the literature, a simple agency model is introduced to suggest new ways to identify whether networks and middlemen alleviate incentive problems in labour relations.

Findings

Studies of disparities in labour market access and outcomes are usually anchored in ideas of discrimination. A key insight is that the access to and performance of urban labour markets depend critically on the specific “services” networks and intermediaries extend to workers and employers. This adds an important complication to the evaluation of opportunities for income diversification through rural‐urban migration. Under some circumstances, both “institutions” may give rise to strong and persistent exclusion that is likely to vary systematically across sectors of the urban economy. In other circumstances, access restrictions can be remedied through simple policy interventions.

Originality/value

This paper introduces a new and important dimension to the study of urban labour markets as level playing fields.

Details

Indian Growth and Development Review, vol. 3 no. 1
Type: Research Article
ISSN: 1753-8254

Keywords

Article
Publication date: 13 June 2019

John Bret Becton, H. Jack Walker, J. Bruce Gilstrap and Paul H. Schwager

The purpose of this paper is to investigate how HR professionals use social networking website information to evaluate applicants’ propensity to engage in…

2822

Abstract

Purpose

The purpose of this paper is to investigate how HR professionals use social networking website information to evaluate applicants’ propensity to engage in counterproductive work behaviors and suitability for hire.

Design/methodology/approach

Using an experimental design, 354 HR professionals participated in a two-part study. In part 1, participants viewed a fictitious resume and rated the applicant’s likelihood to engage in counterproductive work behavior as well as likelihood of a hiring recommendation. In part 2, participants viewed a fictitious social networking website profile for the applicant and repeated the ratings from part 1. The authors analyzed their responses to determine the effect viewing a social network website (SNW) profile had on ratings of the applicant.

Findings

Unprofessional SNW information negatively affected ratings of applicants regardless of applicants’ qualifications, while professional SNW profile information failed to improve evaluations regardless of qualifications.

Originality/value

Anecdotal reports suggest that many employers use SNW information to eliminate job applicants from consideration despite an absence of empirical research that has examined how SNW content influences HR recruiters’ evaluation of job applicants. This study represents one of the first attempts to understand how HR professionals use such information in screening applicants. The findings suggest that unprofessional SNW profiles negatively influence recruiter evaluations while professional SNW profile content has little to no effect on evaluations.

Details

Personnel Review, vol. 48 no. 5
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 27 June 2022

Muntakim Choudhury

This paper aims to examine the role of social media in screening job seekers. As social media sites have gained popularity in recent times, organizations are able to…

122

Abstract

Purpose

This paper aims to examine the role of social media in screening job seekers. As social media sites have gained popularity in recent times, organizations are able to access large amounts of professional and personal information of job applicants. This information is used primarily to narrow the applicant pool, but concerns exist regarding the appropriateness of using such practices. The author identifies several best practices that can increase the effectiveness and reliability of using social media as a source of applicant data.

Design/methodology/approach

The author reviewed relevant literature and research on the use of social media websites to screen applicants, identifying the benefits of such practices, along with its costs.

Findings

This paper aims at further developing the understanding of strategically using social media for applicant screening purposes and the implications of such practices. The author points out both the positive and negative aspects of using social media as a screening tool, with the hope that practitioners will use the information from job seekers’ social media pages in an unbiased and nondiscriminatory manner.

Originality/value

This paper provides guidelines regarding appropriate utilization of social media as a screening tool as part of an organization’s recruitment and selection process.

Details

Strategic HR Review, vol. 21 no. 4
Type: Research Article
ISSN: 1475-4398

Keywords

Open Access
Article
Publication date: 5 April 2021

Md Sajjad Hosain

This paper aims to critically discuss the mounting role of social media (SM) or social networking sites (SNSs) on various human resource management (HRM) practices.

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Abstract

Purpose

This paper aims to critically discuss the mounting role of social media (SM) or social networking sites (SNSs) on various human resource management (HRM) practices.

Design/methodology/approach

The paper is based on 87 published papers collected from the Web of Science Database particularly from 2010 to 2020 (up to June) using VOSviewer software. After reviewing those paper contents, the author briefly highlighted the findings.

Findings

According to most of the previous studies, the utilization of SM information for various HRM practices is rising although such utilization is mostly limited to talent search and recruitment & selection at present. Further, it was found that Facebook and LinkedIn are the two most accepted sites among the hiring professionals where the first one mostly provides behavioral information and the second one provides job-related information. Finally, it was revealed that organizations can develop a strong corporate branding through the presence in SM.

Research limitations/implications

This review paper is expected to motivate further research initiatives regarding the role of social media into different HRM practices.

Practical implications

The author expects that based on the findings, the organizational policymakers can get some practical guidelines regarding the efficient utilization of such a platform.

Originality/value

Social media is a powerful platform for flourishing business entities, promoting products, branding, talent search and so many more purposes. An organization can well promote its existence through this popular platform. In particular, the media can be a well-established platform for searching competent employees and creating employer branding. Therefore, more and more research studies should be carried out focusing on this recent issue. This review paper can be a base for the upcoming researchers as it has accumulated the previous literature and their findings.

Details

PSU Research Review, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2399-1747

Keywords

Article
Publication date: 29 July 2014

Julie Zide, Ben Elman and Comila Shahani-Denning

The purpose of this paper is to identify the elements of a LinkedIn profile that hiring professionals focus on most, and then examine LinkedIn profiles in terms of these…

12986

Abstract

Purpose

The purpose of this paper is to identify the elements of a LinkedIn profile that hiring professionals focus on most, and then examine LinkedIn profiles in terms of these identified elements across different industries.

Design/methodology/approach

The methodology was comprised of two phases. In the first phase, researchers interviewed hiring professionals to determine their usage of LinkedIn. In the second phase, LinkedIn group member profiles from three industries – HR, sales/marketing and industrial/organizational (I/O) psychology – were compared on the 21 variables identified in Phase 1 (n=288).

Findings

χ2 and ANOVA tests showed significant differences with respect to ten of the LinkedIn variables in how people presented themselves across the three groups. There were also several gender differences found.

Research limitations/implications

A general limitation was the use of a qualitative research approach. A limitation of Phase 1 was that only a small sample of New York City-based hiring professionals was interviewed. Perhaps a wider, more diverse sample would have yielded different variables. In terms of Phase 2, it is possible that just utilizing the second connections of the researchers limited the generalizability of findings.

Practical implications

User unwillingness to fully complete the LinkedIn profile suggests that it may not have replaced the traditional resume yet. Sales/marketing professionals were more likely than HR and I/O psychology professionals to complete multiple aspects of a LinkedIn profile. Women were also less likely than men to provide personal information on their profiles.

Originality/value

Most of the empirical research on social networking sites has focussed on Facebook, a non-professional site. This is, from the knowledge, the first study that systematically examined the manner in which people present themselves on LinkedIn – the most popular professional site used by applicants and recruiters worldwide.

Details

Employee Relations, vol. 36 no. 5
Type: Research Article
ISSN: 0142-5455

Keywords

Abstract

Details

Social Recruitment in HRM
Type: Book
ISBN: 978-1-78635-695-6

Article
Publication date: 7 August 2018

Hung-Yue Suen

The purpose of this paper is to propose a model to understand how and when employees’ perceived privacy violations and procedural injustice interact to predict intent to…

Abstract

Purpose

The purpose of this paper is to propose a model to understand how and when employees’ perceived privacy violations and procedural injustice interact to predict intent to leave in the context of the use of social networking sites (SNSs) monitoring.

Design/methodology/approach

This study was conducted in a field setting of Facebook to frame the hypotheses in a structural equation model with partial least squares-structural equation modeling. Variables were measured empirically by administering questionnaires to full-time employed Facebook users who had experienced SNS monitoring.

Findings

The results showed that when an employee believed that he/she had more ability to control his/her SNS information, he/she was less likely to perceive that his/her privacy had been invaded; and when an employee believed that the transparency of the SNS data collection process was higher, he or she was more likely to perceive procedural justice in SNS monitoring.

Research limitations/implications

This research draws attention to the importance of intent to leave in the absence of perceived procedural justice under SNS monitoring, and the partial mediation of the perception of justice or injustice by perceived privacy violations.

Practical implications

For employers, the author recommends that employers come to know how to conduct SNS monitoring and data collection with limited risk of employee loss.

Social implications

For employees, the author suggests that SNS users learn how to control their SNS information and make sure to check their privacy settings on the SNS that they use frequently.

Originality/value

This study provided an initial examination and bridged the gap between employer use of SNS monitoring and employee reactions by opening a mediating and moderating black box that has rarely been assessed.

Details

Industrial Management & Data Systems, vol. 118 no. 6
Type: Research Article
ISSN: 0263-5577

Keywords

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