Changing Role of Social Media at Work: Implications for Recruitment and Selection

Holland, Peter; Jeske, Debora

doi:10.1108/978-1-78714-315-920161011

Cited by 19 publications

(11 citation statements)

References 32 publications

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“…The recent COVID-19 crisis highlights that companies need to be able to respond to new challenges through the effective use of digital technologies (Guo et al 2020). As digital communication continues to challenge recruitment and selection practices (Holland and Jeske 2017), social media screening should be evaluated and used in the sense of a responsible HR practice that benefits both the company and its potential employees in the long term. Consistent with Kluemper et al's (2015) conclusion about the fairness of social media screening, stating that "applicants may not always react negatively to SNW [Social Network Website] screening, depending on the screening approach" (p. 74), research-based efforts need to be made to construct the process in a fair manner.…”

Section: Summary Of Recommendationsmentioning

confidence: 99%

“…During the pandemic, firms with a high degree of digitalization have been able to effectively respond to the challenges posited by COVID-19 and even to benefit from the crisis (Guo et al 2020). The dynamic nature of digital communication has continuously challenged human resource management in a unique way, especially in recruitment and selection (Holland and Jeske 2017). Increasingly, companies have started using social media to screen and select new applicants (Kluemper et al 2012;Lam 2016;Henderson 2019).…”

Section: Introductionmentioning

confidence: 99%

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Social Media Screening and Procedural Justice: Towards Fairer Use of Social Media in Selection

Vosen

2021

Employ Respons Rights J

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Companies have started using social media for screening applicants in the selection process. Thereby, they enter a low-cost source of information on applicants, which potentially allows them to hire the right person on the job and avoid irresponsible employee behaviour and negligent hiring lawsuits. However, a number of ethical issues are associated with this practice, which give rise to the question of the fairness of social media screening. This article aims to provide an assessment of the procedural justice of social media screening and to articulate recommendations for a fairer use of social media in the selection process. To achieve this, a systematic literature review of research articles pertaining to social media screening has been conducted. Thereby, the benefits and ethical issues relating to social media screening, as well as recommendations for its use have been extracted and discussed against Leventhal’s (1980) rules of procedural justice. It turns out that without clear guidelines for recruiters, social media screening cannot be considered procedurally fair, as it opens up way too many opportunities for infringements on privacy, unfair discrimination, and adverse selection based on inaccurate information. However, it is possible to enhance the fairness of this practice by establishing clear policies and procedures to standardize the process.

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Section: Summary Of Recommendationsmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Social Media Screening and Procedural Justice: Towards Fairer Use of Social Media in Selection

Vosen

2021

Employ Respons Rights J

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“…These codes should specify the ethical and/or professional consequences of certain actions while providing recommendations to HR professionals to reduce the reliance on individual judgment and morals. In addition, a well-structured and thought-through code of conduct sends a signal to all in the organization (employers and employees) about which practices are acceptable and which are not such as cybervetting job candidates' SNSs without their consent or legal justification [52].…”

Section: Development Of a Transparent Policy And Codes Of Conductmentioning

confidence: 99%

“…Training, however, is unlikely to reduce discriminatory practices. The organization must have a policy of fair and unbiased treatment, modeled by its leaders and reinforced through additional training and appropriate legal recruitment practices [52].…”

Section: Linking the Code Of Conduct To Trainingmentioning

confidence: 99%

E-recruitment: A Social Media Perspective

Hosain

Arefin²,

Hossin

2020

AJEBA

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Electronic recruitment (E-recruitment) has become a common phenomenon due to the increasing utilization of information technology by the human resource departments in many organizations around the world. However, recently, we can also observe the integration of social media as a part of e-recruitment although the practice is limited. This review paper aims at discussing the role of social media on e-recruitment process based on existing literature. Most of the previous studies indicate that social media is not being used as the main source of e-recruitment, rather as one of the secondary sources. Further, it has been revealed that such utilization of social media as complementary source is getting popular due to the inexpensive availability of information. The paper is expected to be beneficial for the scholars as a substantial literature evidence for reference as well as for human resource professionals for some practical guidelines (based on recommendations provided) regarding the utilization of social media information for e-recruitment.

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“…This implication is to tackle the challenges of HR with the recommendations for HR practitioners. (Holland 2017) The change of Human Resource Management with the help of business environment is under vet by creating an environment that HR managers can contribute both to performance enhancement and cost reduction. It accord directly to the productivity of the organization.…”

Section: Literature Reviewmentioning

confidence: 99%

Hr Competencies Of Manager In It Sector

Amudha¹,

Alamelu²,

Nalini³

et al. 2019

Res. Bus.

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Human resources has been successful in delivering effective people management systems and have always had the charge to plan, sustain and implement an environment in which people can perform. Competencies are characteristics that illustrate exemplary performance. They can be exercised in an infinite array of on-the-job behaviours. Indeed, competencies can include bodies of knowledge, personality traits, knowledge, skills, abilities, and attitudes. The aim of this study is to identify the competencies of the HR function along with the factors associated them and their perceived significance from the perspective of general managers. A primary survey has been conducted by administering a questionnaire among 300 respondents by following simple random sampling method. The data collected were analyzed with the help of statistical tools like percentage analysis and correlation. This study reveals the competencies that general manager should perceive and the change in ratings of these competencies over a period of time. This study also developed effective methodology and perceptions on Strategic management, Business perspective & Management Leadership skills and its consequent impact on the demographic factors like Age, Gender & Educational background as the measure to evaluate importance of HR competencies.

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Changing Role of Social Media at Work: Implications for Recruitment and Selection

Cited by 19 publications

References 32 publications

Social Media Screening and Procedural Justice: Towards Fairer Use of Social Media in Selection

Social Media Screening and Procedural Justice: Towards Fairer Use of Social Media in Selection

E-recruitment: A Social Media Perspective

Hr Competencies Of Manager In It Sector

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