Follow Me: The Use of Social Media in Recruitment
Keywords:
Social media, recruitment, technology, human resourcesAbstract
The use of social media in the human resource arena continues to increase including a growing use of the internet for prescreening applicants during the recruitment process. With so many diverse social networking websites applicants use today, we explored how the social media phenomena affects employee recruitment. This study explored the effects of an applicant’s use of social media on the recruiter’s perception of the candidate and the overall impact on candidate selection. Using a survey method, information was gathered from human resources professionals from a variety of industries. Results support that social media impacts an applicant’s impression formation in the recruitment process, specifically that organization fit and recruiter perceived interpersonal skills in relation to social networking websites is highly correlated.
References
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Lampel, A. K., & Anderson, N. H. (1968). Combining visual and verbal information in an impression-formation task. Journal of Personality and Social Psychology, 9(1), 1-6.
Root, T., & McKay, S. (2014). Student awareness of the use of social media screening by prospective employers. Journal of Education for Business, 89(4), 202-206. doi: 10.1080/08832323.2013.848832
Roulin, N. & Bangerter, A. (2013). Social networking websites in personnel selection: A signaling perspective on recruiters’ and applicants’ perceptions. Journal of Personnel Psychology, 12(3), 143-151. doi: 10.1027/1866-5888/a000094
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Van Iddekinge, C. H., Lanivich, S. E., Roth, P. L., & Junco, E. (2013). Social Media for Selection? Validity and Adverse Impact Potential of a Facebook-Based Assessment. Journal of Management, 42(7), 1811-1835. doi: 10.1177/0149206313515524
Van Toorenburg, M., Oostrom, J. K., & Pollet, T. V. (2015). What a difference your e-mail makes: effects of informal e-mail addresses in online resume screening. Cyberpsychology, Behavior, and Social Networking, 18(3), 135-140. doi: 10.1089/cyber.2014.0542
Wade, K.J., & Kinicki, A.J. (1995). Examining objective and subjective applicant qualifications within a process model of interview selection decisions. Academy of Management Best Papers Proceedings, 151-155. doi: 10.5465/AMBPP.1995.17536398
Beach, L. R. (Ed.). (1998). Image theory: theoretical and empirical foundations. Mahwah, NJ: Lawrence Erlbaum Associates.
Bohnert, D., & Ross, W. H. (2010). The influence of social networking web sites on the evaluation of job candidates. Cyberpsychology, Behavior, and Social Networking, 13(3), 341-347.
Cho, PhD J., Park, PhD, D. J., & Ordonez, Z. (2013). Communication-oriented person-organization fit as a key factor of job-seeking. Behaviors: Millennials' social media use and attitudes toward organizational social media policies. Cyberpsychology, Behavior, and Social Networking, 16(11), 794-799.
Cooley, D., & Parks-Yancy, R. (2016). Impact of traditional and internet/social media screening mechanisms on employers’ perceptions of job applicants. The Journal of Social Media in Society, 5(3), 151-186.
Elias, T., Honda, L.P., Kimmel, M., & Chung, J. (2016). A mixed methods examination of 21st century hiring processes, social networking sites, and implicit bias. The Journal of Social Media in Society, 5(1), 189-228.
El Ouirdi, M., Pais, I., Segers, J., & El Oirdi, A. (2016). The relationship between recruiter characteristics and applicant assessment on social media. Computers in Human Behavior, 62, 415-422. doi: 10.1016/j.chb.2016.04.012
El Ouirdi, M., Segers, J., El Oirdi, A., &Pais, I. (2015). Predictors of job seekers’ self-disclosure on social media. Computers in Human Behavior, 53, 1-12.
Gardner W. L., Reithel, B. J., Cogliser, C. C., Walumbwa, F. O., & Foley, R. T. (2012). Matching personality and organizational culture: Effects of recruitment strategy and the five-factor model on subjective person-organization fit. Management Communication Quarterly, 26(4), 585–622. doi: 10.1177/0893318912450663
Howard, J. L., & Ferris, G. R. (1996). The employment interview context: Social and situational influences on interviewer decisions. Journal of Applied Social Psychology, 26(2), 112-136.
Huang, Y., Chen, C., & Lai, S. (2013). Test of a multidimensional model linking applicant work experience and recruiters' inferences about applicant competencies. International Journal of Human Resource Management, 24(19), 3613-3629. doi:10.1080/09585192.2013.777935
Kinicki, A. J., Lockwood, C. A., Hom, P. W., & Griffeth, R. W. (1990). Interviewer predictions of applicant qualifications and interviewer validity: Aggregate and individual analyses. Journal of Applied Psychology, 75(5), 477-486. doi:10.1037/0021-9010.75.5.477
Kristof-Brown, A. L. (2000). Perceived applicant fit: Distinguishing between recruiters’ perceptions of person-job and person-organization fit. Personnel Psychology, 53(3), 643-671.
Lampel, A. K., & Anderson, N. H. (1968). Combining visual and verbal information in an impression-formation task. Journal of Personality and Social Psychology, 9(1), 1-6.
Root, T., & McKay, S. (2014). Student awareness of the use of social media screening by prospective employers. Journal of Education for Business, 89(4), 202-206. doi: 10.1080/08832323.2013.848832
Roulin, N. & Bangerter, A. (2013). Social networking websites in personnel selection: A signaling perspective on recruiters’ and applicants’ perceptions. Journal of Personnel Psychology, 12(3), 143-151. doi: 10.1027/1866-5888/a000094
Stevens, C. K., & Kristof, A. L. (1995). Making the right impression: A field study of applicant impression management during job interviews. Journal of Applied Psychology, 80(5), 587-606.
Van Iddekinge, C. H., Lanivich, S. E., Roth, P. L., & Junco, E. (2013). Social Media for Selection? Validity and Adverse Impact Potential of a Facebook-Based Assessment. Journal of Management, 42(7), 1811-1835. doi: 10.1177/0149206313515524
Van Toorenburg, M., Oostrom, J. K., & Pollet, T. V. (2015). What a difference your e-mail makes: effects of informal e-mail addresses in online resume screening. Cyberpsychology, Behavior, and Social Networking, 18(3), 135-140. doi: 10.1089/cyber.2014.0542
Wade, K.J., & Kinicki, A.J. (1995). Examining objective and subjective applicant qualifications within a process model of interview selection decisions. Academy of Management Best Papers Proceedings, 151-155. doi: 10.5465/AMBPP.1995.17536398
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Published
2019-12-31
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Special Issue: Human Resources
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