A critical analysis of the implementation of social networking as an e-recruitment tool within a security enterprise

Lewis, Anthony; Thomas, Brychan; James, Sophie

doi:10.1080/23311975.2015.1104904

Cited by 10 publications

(8 citation statements)

References 5 publications

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“…Still, it can be said that the recruitment process is conducted in many enterprises in traditional ways-through intermediary personnel agencies, through the use of print media, or labor offices [74][75][76][77]. These are tedious and relatively less flexible tools that are combined or even replaced in advanced economies with the use of social networks [78][79][80][81]. A survey focused on the use of social media for recruitment in SMEs in confrontation with traditional techniques was not yet implemented in Slovakia.…”

Section: Discussionmentioning

confidence: 99%

Corporate Sustainability in the Process of Employee Recruitment through Social Networks in Conditions of Slovak Small and Medium Enterprises

et al. 2018

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Recruitment strategy and policy are significantly affected by both the internal conditions of the enterprise and the external environment. It is important to anticipate and react to changes in the labor market in a timely manner, to eliminate potential threats and take advantage of opportunities to continuous staffing of current and future needs of the enterprise. The role of managers in deciding on possible techniques for recruiting employees is to respect the principles of sustainability both economically and socially. Due to the use of information technology, this trend is easier to apply in practice, as enterprises can present themselves and get information about potential job seekers. The success of the recruitment process is increasing if public awareness about the employer is positive. Designing the survey methodology was based on the axiom that traditional ways of recruiting employees are being replaced by techniques using the Internet and social networks. The aim of the paper is to present the views of domestic and foreign experts on the recruitment of employees using social networks. We compare the theoretical knowledge with the results of social networking research in SMEs in Slovakia and especially their use in the process of recruiting employees. A total of 324 enterprises with domestic and foreign capital share participated in the sociological questionnaire. The results have shown that enterprises with foreign capital share are more progressive in using the Internet to offer jobs and in gaining information on jobseekers through social networks.

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Section: Discussionmentioning

confidence: 99%

Corporate Sustainability in the Process of Employee Recruitment through Social Networks in Conditions of Slovak Small and Medium Enterprises

et al. 2018

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“…This generation represents or will represent the majority of employees and potential employees. These people are also called digital natives (Lewis, Thomas, & James, 2015) and their retaining is very difficult. Huizing (2012, In Lewis et al, 2015 suggests that Y Generation is well educated, which stresses organizations recruiting and retaining them.…”

Section: Literature Reviewmentioning

confidence: 99%

“…These people are also called digital natives (Lewis, Thomas, & James, 2015) and their retaining is very difficult. Huizing (2012, In Lewis et al, 2015 suggests that Y Generation is well educated, which stresses organizations recruiting and retaining them. When seeking a job, they go online, first recruitment sites, followed by social media.…”

Section: Literature Reviewmentioning

confidence: 99%

“…On the other hand, Böhmová and Pavlíček (2015) reported that HR specialists use information from public Facebook profiles regularly, and Madera (2012) and Chauhan, Buckley, and Har et al (2013) write about the growing trend of using social networks for active recruitment. Lewis et al (2015) claim that LinkedIn is recruiters' most popular social media, 60% of surveyed companies claimed successful intake of the new employee through social media such as Facebook, Twitter, or LinkedIn. This is underlined by research from 2010, according to which, 83% of respondents confirmed that they have used or plan to use social networks for hiring (Lumesse, 2011).…”

Section: Literature Reviewmentioning

confidence: 99%

“…This is underlined by research from 2010, according to which, 83% of respondents confirmed that they have used or plan to use social networks for hiring (Lumesse, 2011). Lewis et al (2015) found that 92% of employers use, or plan to use, social networking as a recruitment tool and that the use of these platforms will continue to be on the rise in the immediate future. Wawer and Muryjas (2011) found that 27% of employers in the poor region of Poland used social networking sites for e-recruitment.…”

Section: Literature Reviewmentioning

confidence: 99%

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Is LinkedIn Suitable for Recruitment in Higher Education in the Czech Republic?

Sudzina¹,

Botek²,

Pavlíček³

2022

Proceedings of the International Scientific Conference Hradec Economic Days 2022

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Internet marketing is used in all walks of life nowadays. It found its way also into recruitment. The article aims to investigate whether recruitment through LinkedIn and Academia is a viable option of recruitment for higher education positions in the Czech Republic. LinkedIn is a general portal for openings, and Academia is specific for higher education professionals, i.e. two different types of sites are covered. It was an associate/full professor opening. The fields were business administration and management because they are fairly broad. The location was Prague, the number of relevant academics should be the largest within the Czech Republic. The experiment yielded zero applicants enrolled because of LinkedIn or Academia. Overall, there were two applicants, they both learned about the opening from members of the department which announced the opening. It seems that for now, such portals are not suitable for attracting higher education professionals in the Czech Republic, while word-of-mouth information may be more efficient.

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