Use of Social Networking Sites for Recruiting and Selecting in the Hiring Process

Abstract

Business’ departments are already taking advantage of the convenience of technology, while global competition continues to demand creativity in terms of how employers acquire human capital. Thus leading to the question, how can employers take full advantage of technology in the hiring process? For instance, social networking sites (SNS) are being explored as an additional tool for recruiting and selecting the best-suited employees. Even though all types of businesses are taking the initiative to attempt the integration of SNS into their hiring process, many may still lack understanding on how candidate experience influences employer brand image, in addition to its actual benefits and risks. Through the analysis of peer-reviewed journals and other reliable sources concerning the effect of SNS on recruiting and selecting employees, we have found many benefits in the recruiting process, while SNS used in the selecting process could bring further challenges to employers. For instance, lower cost and time per hired employee, ability to reach a high number of possible applicant especially younger generations, ability to attract passive job applicants, and the inclusion of a supplementary method for employee performance predictions are the most important benefits SNS presents to the overall hiring process. On the contrary, legal issues, inability to attract a diverse pool of candidates, the lack of reliability and validity of such platforms, and the overall accuracy of information obtained are risks and pitfalls of the combination of SNS and the hiring process. After examination, we conclude that SNS should be used in recruiting and selecting of employees, but employers should not solely rely on such platforms. Employers greatly benefit from the unbiased information concerning SNS, but as time progresses and processes evolve, further research is always needed in order to reinforce or challenge earlier findings.

Integration of social media into HRM practices: a bibliometric overview

“…4.1 Job-oriented and social/communicative social networking sites SNSs are divided into two categories. The first one is professional (such as LinkedIn) while the other ones are purely social and communicative (Hosain, and Liu, 2020;Muduli, and Trivedi, 2020;Villeda, and McCamey, 2019;Koch et al, 2018;Gelinas et Using social networking sites as a selection tool: the role of selection process fairness and job pursuit intentions Madera (2012) International Journal of Hospitality Management, 31(4)…”

Impression Management and Career Related Outcomes: A Systematic Literature Review

“…Since the COVID-19 pandemic, individuals and organizations have been forced to operate through online technologies and social platforms (Bhaskar et al, 2021). Consulting the social networking profiles of potential candidates on Twitter, Facebook, and LinkedIn is more than ever a fundamental human resource management practice in the modern organization (Villeda and McCamey, 2019). The information provided allows gauging the personality and interests of candidates and their alignment with the organizational culture.…”

“…IM is of primary importance for individuals, since the impressions they make on others influences how others perceive and treat them (Bozeman and Kacmar, 1997;Gioaba and Krings, 2017). Amongst other tools, IM has revolutionized career development, offering competitive and sustainable career opportunities (Villeda and McCamey, 2019). For example, developing a resume and showing daily achievements online are unavoidable tools to enhance our career (El Ouirdi et al, 2015).…”

“…Very few studies explore the notion of IM in the online context. Since recruiters increasingly use social networking platforms in their search for candidates (Villeda and McCamey, 2019), understanding online IM for potential career consequences, and differentiating between the online and faceto-face contexts that lead to different career-related outcomes, is pivotal.…”

Social networking information and pre-employment background check: mediating effects of perceived benefit and organizational branding

“…A limited number of theoretical papers are available in academia focusing mainly on the role of SNI on recruitment and selection in western countries (Villeda and McCamey, 2019;Holland and Jeske, 2017;Landers and Schmidt, 2016;Nikolaou, 2014;Ollington et al, 2013;Kluemper et al, 2012;Slovensky and Ross, 2012) with some exceptions in a few Asian countries (Hosain et al, 2020;Hosain and Liu, 2020a, b;Aqeel and Siddiqui, 2019;Pramod and Bharathi, 2016). However, empirical research initiatives regarding the impact of SNI on PBC is absent both in western developed countries as well as developing or least developed countries (LDCs).…”