Overcoming Information Asymmetry in Job Search: The Power of a Reference Letter

Carranza, Eliana; Pimkina, Svetlana

doi:10.1596/29744

Cited by 1 publication

(4 citation statements)

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“…In fact, following respected institutions, businesses, groups, and individuals in SM is considered a positive reference for the candidate (Abel et al. , 2020; Carranza and Pimkina, 2018) and can create a favorable judgment (Cho et al. , 2013) for the HR manager in terms of the latitude of acceptance proposed by Sherif and Hovland (1961).…”

Section: Literature Reviewmentioning

confidence: 99%

“…The job application reference is thus valuable to job seekers and recruiters (Abel et al, 2020;Kleiner and Doty-Navarro, 2001;Paunonen et al, 1987), and one of the crucial ways for verifying the applicant's curriculum vitae. Previous studies (Abel et al, 2020;Carranza and Pimkina, 2018;Crosby, 2009;McDonald and Thompson, 2016) show that the job application reference can reduce demographic information asymmetries, hiring costs and duration, and improve the employment prospects for more dynamic, enthusiastic, and higher ability candidates. These references are provided by a respected, competent, and experienced person from an academic, business, or social environment (e.g.…”

Section: Literature Reviewmentioning

confidence: 99%

“…Traces on SMAs of their administrative and academic successes, membership in social clubs, work experience, professional certificates, social responsibility projects, and professional training provide essential information for HR managers (Abel et al, 2020;Abril et al, 2012). In fact, following respected institutions, businesses, groups, and individuals in SM is considered a positive reference for the candidate (Abel et al, 2020;Carranza and Pimkina, 2018) and can create a favorable judgment (Cho et al, 2013) for the HR manager in terms of the latitude of acceptance proposed by Sherif and Hovland (1961).…”

Section: Literature Reviewmentioning

confidence: 99%

“…Previous studies (Abel et al. , 2020; Carranza and Pimkina, 2018; Crosby, 2009; McDonald and Thompson, 2016) show that the job application reference can reduce demographic information asymmetries, hiring costs and duration, and improve the employment prospects for more dynamic, enthusiastic, and higher ability candidates. These references are provided by a respected, competent, and experienced person from an academic, business, or social environment (e.g.…”

Section: Literature Reviewmentioning

confidence: 99%

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A digital job application reference: how do social media posts affect the recruitment process?

Demir

Günaydın²

2022

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PurposeThis study aims to determine the influence of candidate employees' social media accounts (SMAs) on human resource (HR) professionals' hiring decisions as a job application reference in the tourism industry.Design/methodology/approachUsing a qualitative approach, semi-structured interviews were conducted in tourism businesses, such as hotels, travel agencies, restaurants, bars, and ground-handling service companies. In-depth, open-ended interviews with 16 questions were conducted to gather data face to face between October 15 and December 20, 2021, with 38 HR professionals. The research questions were analyzed using thematic analysis and discussed under three main themes.FindingsThe findings of this study showed that HR managers in the tourism industry generally prefer to examine candidates' SMAs rather than traditional references because they can quickly and cheaply screen many applicants.Originality/valueSocial media (SM) is increasingly used as a crucial channel in recruitment within organizations. This paper contributes by filling a gap in HR management, which empirical studies on the influence of job applicant's SMAs on recruiters' hiring decisions have been limited so far.

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Section: Literature Reviewmentioning

confidence: 99%