Background: This paper is focused on the usage of social networking sites (SNS) for human resources departments in the process of hiring new employees. It also maps the development and influence of SNS on recruiter's behavior and customs. The main aim is to find out, whether SNS could/will replace traditional online job boards in the Czech Republic. The motivation for the research is to determine whether SNS can be used for serious and practical business purposes. Methods: The paper presents authors' empirical research with two interconnected instruments used for data collection: (1) Questionnaire with 15 questions devoted to usability, evaluation and comparison of SNS with job portals (N=286 HR specialists) and (2) Comparison of 3 online job advertising methods -job portals, SNS and business website. Results: HR specialists regularly use publicly available information on candidates' Facebook profiles. Similar results have been observed using both instruments. SNS's in the Czech Republic are not yet used by recruiters as the main tool for recruitment, however, are often used as a support tool for decision making in the final stage of recruitment. Use of SNS's by recruiters is universal; we have not found any significant differences in terms of demographics (men, women, old, young HR professionals). The rate of utilization of SNS's by recruiters in the Czech Republic is gradually increasing, but does not reach the US level. Conclusion: Our findings confirm the rising importance of social networking sites (SNS) usage as a new recruiting technology. However, as a major player in the field of recruitment, job boards (eg. Jobs.cz) are still important. However, the expectation is that in the near future, this will change and SNS's may replace the job boards.

Social media networks are tools that recruiters can utilize during a recruitment process. Most importantly, social media networks can be used in conjunction with applications capable of downloading information about their potential candidates. The aim of this article is to present a creation process of a model that could be helpful in recruiting area. A crucial part of this model is application software that downloads user's data, particularly from Facebook profiles. This model should propose appropriate analytical methods for data processing. The output of this article is employee recruitment model that can be used as a guide to utilize the potential of social media networks by HR professionals. Test run of this model on our population sample showed prediction accuracy of 68 % to 84 %.

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The main objective and contribution of the paper is to describe the creation of a model to support recruitment using social media information and its deployment in practice. The model includes the design of an automated solution for downloading social media data and a proposal for the subsequent analysis and creation of a predictive model based on the evaluation of user behavior on a social network. A final assessment of the effectiveness of the proposed model was made through formal validation and a case study. For the case study validation, the proposed model was implemented through use of the recruitment application called Prace Na Miru (PM; Tailored Work) for Facebook data extraction. A Myers Briggs Type Indicator (MBTI) personality test was used to determine the predictors of user social network behavior. Using cluster analysis and machine learning (or decision trees), a stochastic predictive model was developed to determine the personality type of candidates-the accuracy of MBTI personality category prediction ranges between 68% and 84% for individual cases, with a confirmation rate ranging between 43% and 81%. The case study confirmed the model's usefulness for supporting recruitment in a real-life deployment of the PM model.