Applicant reactions to social network web use in personnel selection and assessment

Aguado, David; Rico, Ramón; Rubio, Víctor J.; Fernández, Lucía Bodas

doi:10.1016/j.rpto.2016.09.001

Cited by 38 publications

(35 citation statements)

References 42 publications

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“…As a second example, applicant reactions may be positive to an employer viewing applicant professional SNWs, as these profiles are created with the express purpose of establishing a professional identity and network. But applicant reactions are likely to be negative to an employer viewing applicant personal SNWs, as these profiles generally are not created nor maintained for this purpose (Aguado et al, ).…”

Section: Discussionmentioning

confidence: 99%

“…In proposing a comprehensive research agenda regarding SNWs in organizations, McFarland and Ployhart () outlined a variety of key theoretical questions specific to a selection context. Most of the initial research has thus far focused on answering questions regarding validity (e.g., Kluemper & Rosen, ; Kluemper et al, ; Van Iddekinge, Lanivich, Roth, & Junco, ) and applicant reactions (e.gAguado, Rico, Rubio, & Fernández, ; Madera, ; Peluchette & Karl, ). Although these outcomes are critical to understand, we also need to know how recruiters are using SNWs and their perceptions regarding SNW information if we want to understand and improve the process.…”

Section: Introductionmentioning

confidence: 99%

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Getting social in selection: How social networking website content is perceived and used in hiring

Hartwell

Campion

2019

Int J Selection Assessment

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The use of social networking websites (SNWs) during employee selection is gaining popularity in organizations. Using a foundation that integrates identity and situational strength theories, we develop a conceptual framework that differentiates SNW information from information gathered through traditional selection procedures, and distinguishes between SNW types. Research questions and hypotheses are tested using a survey of 291 hiring professionals. Results indicate that SNW content is considered useful and is regularly utilized during hiring. Some SNW content is viewed positively (e.g., information supporting qualifications), while other information leads to negative perceptions (e.g., discriminatory comments). Finally, results support a differentiation between personal and professional SNW, as the kind of information sought and the effectiveness of assessing various work-related constructs differs between these SNW categories. K E Y W O R D Sability/knowledge/skills, other assessments, recruitment, selection/placement

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Section: Discussionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Getting social in selection: How social networking website content is perceived and used in hiring

Hartwell

Campion

2019

Int J Selection Assessment

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“…The emergence of a new hyperlinked information world became evident after 2005 due to the rise of a number of SNSs such as Facebook, LinkedIn, Blogs, Google+, Twitter, Xing, etc. [4]. According Sustainability 2020, 12, 3090 2 of 19 to Internet Live Stats [5], user numbers total up to 1.5 million on Facebook, more than 4 million on Google+, up to 4 million on LinkedIn, and 3.3 million on Twitter.…”

Section: Introductionmentioning

confidence: 99%

Social Networking Information and Pre-Employment Background Checks: The Mediating Role of Sustainable Organizational Reputation

et al. 2020

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This study was aimed at identifying the role of social networking information (SNI) on pre-employment background checks (PBCs) of job applicants involving a single mediating variable, sustainable organizational reputation (SOR). In addition to that, we conducted a multi-group analysis to examine whether the direct and mediating effects were stronger in terms of gender difference. For investigation, a structured questionnaire was utilized to collect data from 1138 respondents working as hiring professionals in Bangladesh applying purposive sampling. Finally, 798 valid samples were considered. Structural equation modeling was applied using AMOS 24 to test the hypothesized relationships. The results indicated that SNI is positively and significantly related to PBCs. Additionally, it was revealed that SOR can partially mediate the direct relationship between SNI and PBCs. Furthermore, the study did not reveal any noteworthy gender differences influencing these relationships. The paper is expected to assist academicians involved in investigating pre-selection background checks and hiring professionals looking for further academic references to formulate a proper social media background policy.

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“…The reason is that employees are an effective source of activities in the enterprise and, together with good reputation, represent the strengths and competitive advantages of companies [18][19][20]. It is confirmed by Aguado, Rico, Rubio and Fernández (2016) [21], that human resource professionals are increasingly using social networking websites for personnel recruitment and selection processes. The competitive fight is forcing businesses to bring new ideas, products or services to the market, therefore, companies have not remained oblivious to such Актуальные тенденции набора персонала на малых и средних предприятиях с использованием социальных сетей Аннотация.…”

Section: Introduction and Brief Literature Reviewmentioning

confidence: 99%

Actual trends in the recruitment process at small and medium-sized enterprises with the use of social networking

Bartáková¹,

Gubíniová²,

Brtková³

et al. 2017

EA-XXI

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Scientific and technological progress has influenced all areas of public life, as well as human resources management. Modern technologies enable us to obtain information easily and effortlessly. Recruitment is a process which aims to ensure a sufficient number of suitable candidates on time and at the lowest cost. In addition to classic methods used by enterprises in the recruiting process, new ways have been gradually developed. These modern methods include social networks which are currently used by almost everybody. Our purpose is to define the potential and usability of social networks for employers at small and medium-sized enterprises. The authors of the article used a questionnaire to collect research data in 2016. The sampling unit consists of university students and graduates because young people mostly use social networks, in particular to search for available jobs. A total of 392 respondents were involved in the research including 211 respondents from Slovakia and 181 respondents from other countries. The respondents were university students and graduates from 16 Slovak universities and 24 foreign universities established in Austria, Great Britain, Hungary, Italy, Lithuania, the Netherlands, Poland, Sweden and the USA. Following the outcomes of the research, there exist statistically significant differences mainly between the use and evaluation of social networks, which are relevant to the perception of advantages and use of social networks while searching for jobs by Slovak and foreign university students and graduates. All the respondents see advantages and the potential of social networks in the case when such networks are used to search for jobs. Based on the results obtained, we may conclude that the social networks which recruiters in Slovakia should focus on when looking for employees include Facebook, Google+, Pokec, Skype and YouTube. In addition to classic methods of recruiting applicants, HR specialists should use the aforementioned social networks. The reason is that these social networks are the most used in Slovakia. Social networks provide great potential and are increasingly used by recruiters, too. At the same time, we found that only 3.32% of the Slovak respondents significantly use social networks in their search for jobs.The most frequent answer was searching for jobs through friends' recommendations. This option was used by 52.13% of the Slovak and 62.43% of the foreign respondents. The evaluation of social networks by the Slovak and the foreign respondents was not statistically significant. However, a significant difference was observed in the evaluation of advantages of social networks mainly in the «low time consumption», «a lot of information in one place», «availability» and «quick feedback». Such advantages were crucial for the Slovak respondents. As part of the future potential of social networks, the opinion of the Slovak and the foreign respondents was highly similar. Social networks have growing popularity since the time they were launched. When respondents use social net...

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Applicant reactions to social network web use in personnel selection and assessment

Cited by 38 publications

References 42 publications

Getting social in selection: How social networking website content is perceived and used in hiring

Getting social in selection: How social networking website content is perceived and used in hiring

Social Networking Information and Pre-Employment Background Checks: The Mediating Role of Sustainable Organizational Reputation

Actual trends in the recruitment process at small and medium-sized enterprises with the use of social networking

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