The Use of Social Network Sites as an E-Recruitment Tool

Melanthiou, Yioula; Pavlou, Fotis; Constantinou, Eleni

doi:10.1080/15475778.2015.998141

Cited by 121 publications

(127 citation statements)

References 27 publications

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“…These findings suggest that university students are not aware of the potential of SNSs for career management [9] or have unrealistic expectations or awareness of how to use them [10]. Prior studies have shown that companies are more focused on Facebook presences than on LinkedIn presences [27], though LinkedIn is increasingly used for e-recruitment purposes [26].…”

Section: Discussionmentioning

confidence: 99%

“…A high percentage of jobs are obtained through social networks [25], which have proven to be 30 percent faster than other traditional recruitment practices and are increasing opportunities for international recruitment [27]. Networking has become a key strategy in building social capital and maintaining employment [8], and graduates who have strong social capital have been shown to be better at job searches and career orientations [11].…”

Section: Snss For Career Managementmentioning

confidence: 99%

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Students' Attitudes on Social Network Sites and their Actual Use for Career Management Competences and Professional Identity Development

Starčič

Barrow

Zajc

et al. 2017

Int. J. Emerg. Technol. Learn.

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Abstract-Social network sites (SNSs) have become strategic networking tools for employment-related activities. They shape professional identity and influence professional and career practices, providing new paths for career, employment and recruitment processes. Students' professional identity is influenced by their career management and work experience. There is a lack of research on the use of SNSs for students' on-line career management competences. A survey was conducted to examine students' attitudes regarding the use of SNSs for career management competences and professional identity development. The student's attitudes revealed career control, networking for learning, career reflection, self-presentation and work exploration as predictors for students' actual use of SNSs for career management and professional identity development. For the career competences the main influencing predictors were found to be students' beliefs that SNSs support work exploration, processes of self-presentation and career control. For professional identity development, the main influencing predictors were students' beliefs that SNSs support career control and students' engagement in professional events through networking for learning. Findings could contribute to understanding and facilitation of the SNS-related career management competences.

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Section: Discussionmentioning

confidence: 99%

Section: Snss For Career Managementmentioning

confidence: 99%

Students' Attitudes on Social Network Sites and their Actual Use for Career Management Competences and Professional Identity Development

Starčič

Barrow

Zajc

et al. 2017

Int. J. Emerg. Technol. Learn.

View full text Add to dashboard Cite

show abstract

“…Rather, the use of social media forms an essential part of an organisation's recruitment operations. Indeed, a well-designed, comprehensive recruitment strategy and process, and the effective utilisation of available information about potential candidates, may significantly assist the recruitment of employees who have the most suitable skills and competencies (Melanthiou et al, 2015).…”

Section: Discussionmentioning

confidence: 99%

“…For example, with candidates uploading their own profiles it is likely to lead to profile inflation -which can be described as attempts to artificially enhance one's profile through little white lies or using deceptively positive terms to describe oneself, past accomplishments or current status (Houran, 2017). With the practice of candidate identification and screening through social media, legal implications are likely to arise due to the wrong use of information (Melanthiou, Pavlou & Constantinou, 2015). Also, although social media is extensively used for screening candidates, it is still unclear whether this screening influences a recruiter's decision to such an extent that they would reject an applicant (Melanthiou et al, 2015).…”

Section: Social Media and Recruitmentmentioning

confidence: 99%

“…With the practice of candidate identification and screening through social media, legal implications are likely to arise due to the wrong use of information (Melanthiou, Pavlou & Constantinou, 2015). Also, although social media is extensively used for screening candidates, it is still unclear whether this screening influences a recruiter's decision to such an extent that they would reject an applicant (Melanthiou et al, 2015). Dutta (2014) argues that while social media can offer various sourcing opportunities to recruiters, resulting in a profound impact on the way that recruitment functions within organisations, it should not be mistaken for a full recruitment strategy.…”

Section: Social Media and Recruitmentmentioning

confidence: 99%

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The impact of social media on recruitment: Are you LinkedIn?

Koch

Gerber

Klerk

2018

SA j. hum. resour. manag.

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Orientation: With many organisations vying for the same talent, it is important to ensure that the correct methods are utilised in identifying and attracting the best talent to an organisation.Research purpose: This research investigates the impact of social media on the recruitment process in South Africa.Motivation for the study: As the competition for qualified talent increases, organisations need to understand where to focus their resources to attract the best talent possible. The use of social media is growing daily and its use in the recruitment process seems to have grown exponentially.Research design, approach and method: The sample comprised 12 recruiters, spanning a wide range of industries in South Africa. Semi-structured interviews were conducted and a thematic analysis was utilised to identify themes and subthemes.Main findings: Despite still utilising some traditional methods of recruiting, South African recruiters follow their international counterparts, with LinkedIn being central to their respective recruitment processes. The use of Twitter and Facebook for recruitment was found to be substantially lower in South Africa than elsewhere. Without following a focused approach, the volume of work that emanates from using social media may overwhelm a recruiter.Practical and managerial implications: Recruiters cannot execute effective recruitment without applying social media tools such as LinkedIn. However, training in the optimal use of social media is essential.Contribution: This study indicates that LinkedIn has a major impact on recruitment in South Africa, but that social media is not a panacea for recruitment issues.

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