The Impact of Social Media Recruitment on Job Candidates’ Perceptions: Evidence from Bangladeshi Fresh Graduates

Abstract

The study intends to identify the impact social media recruitment (SMR) on job candidates" overall perception (OP) in Bangladesh. For this purpose, the authors have employed two independent variables of SMR: perceived advantage (PA) and perceived ease of use (PEU) and three dependent variables: perceived privacy (PP), perceived fairness (PF) and perceived ethics (PE). 877 graduates have been selected through judgment sampling as participants who have completed graduation recently and are looking for jobs. Simple linear and multiple linear regressions have been applied to analyze the data. Afterwards, it was revealedthat all the two independent variables are positively correlated to all the three dependent variables. But in case of PE, the relationship is weak. Further, PA and PEU are positively related to overall perception (OP). The results might be proven important for those academicians want to further investigate in this relatively untapped area as well as for the HR practitioners to understand the perceptions of job seekers regarding social media recruitment.

The Role of LinkedIn Profile on Hiring Preference: Evidence from Bangladeshi Employers

“…Although several research studies were conducted focusing on the use of SNSs for searching candidates and hiring, only a few of those studies paid attention on LinkedIn. There are several theoretical and empirical studies that examined the job candidates' perceptions, behaviors and attitude for usage of LinkedIn and other popular SNSs [5][6][7][8][9][10]. On the other hand, some studies investigated particularly on the role LinkedIn profiles to discover the elements that professionals mostly focus on [11][12][13][14].…”

“…However, as a rational dispute, recruiters are often fairly and lawfully accused of looking for and accumulating personal information from the SNSs such as Facebook that was primarily formed as an individual and social networking platform, not meant to be a job oriented SNS such as LinkedIn. Since several studies indicated the ethical and legal consequences of cyber-vetting [16,17], recruiters are now consistently using SNSs such as LinkedIn to search and recruit competent job candidates [5][6][7][8]. It is particularly reasonable as LinkedIn was initially launched purposefully to permit the possible job candidates to be acknowledged by the hiring organizations.…”

“…As it is expected, any employer would like to see a rich, informative profile with lot of connections and skills with recommendations while he/she search for a potential employee through LinkedIn search. As the present job sector is swiftly shifting away from traditional paper based resume to a digital resume such as LinkedIn or other jobsites, jobseekers need to identify the latest trends regarding the tastes and preferences of recruiters [6][7][8]. For instance, grammatical and spelling mistakes are supposed to be less disturbing on a LinkedIn-based profile, as opposed to the rigid feature nature of a paperbased resume, because, as soon as a mistake is noticed, it can be corrected immediately.…”

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

“…SNSs are online communication and sharing platforms where users can share and comment on posts, photos, messages, videos, and events, and indicate "like/love." These platforms are now increasingly being utilized as common platforms for some HR functions such as recruitment, selection, and, most recently, pre-employment background checks (PBCs) by potential employers [3].…”

E-recruitment: A Social Media Perspective

“…SM as a platform provides some information already available for the employers that are not otherwise obtainable elsewhere such as behavioral pattern, hobbies, interests, friend groups etc [35]. In addition, there is an opportunity for the employers to cross check the information that has been already provided to them.…”