Who gets the job? First-generation college students' perceptions of employer screening methods

Parks-Yancy, Rochelle; Cooley, Delonia

doi:10.1080/08832323.2017.1409691

Cited by 4 publications

(2 citation statements)

References 28 publications

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“…We first gained approval from the university’s Institutional Review Board following common research practice (Parks-Yancy and Cooley, 2018). Next, we conducted a statistical power analysis (i.e.…”

Section: Methodsmentioning

confidence: 99%

A relational view of unethical pro-organisational behaviour

Popoola

Novičević

Johnson

et al. 2023

IJOA

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Purpose The purpose of this paper is to introduce the relational view of unethical pro-organisational behaviour (UPB) to explain interpersonal paths of influence on employees’ engagement in UPB. The proposed relational view of UPB is grounded in Darwall’s second-person philosophy. Design/methodology/approach This research design involves two quantitative studies – a pilot study with 340 subjects and the main study with 310 employees. The structural equation modelling data analysis was conducted using the R language software. Findings The findings provided initial support for the relational view of UPB. Study 1 revealed that employees’ accountability (perceived as personal obligation) influenced their engagement in UPB. Furthermore, Study 2 strengthens the theory and findings from Study 1 that employees’ moral organisational identification influences their engagement in UPB over the influence of employees’ identification with the organisation. Research limitations/implications The findings extend the nomological network of UPB and extant theoretical knowledge on the moral self by uncovering how moral accountability and personal obligation have a “dark side”. Practical implications The findings indicate that practitioners should address the impact of employee interpersonal relationships on their perceived obligation to engage in UPB. Originality/value The authors provided an original use of Darwall’s second-person standpoint as the philosophical foundation to integrate accountability and identity theories, to explain interpersonal influences on employees’ engagement in UPB.

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Section: Methodsmentioning

confidence: 99%

A relational view of unethical pro-organisational behaviour

Popoola

Novičević

Johnson

et al. 2023

IJOA

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show abstract

“…The development of e-recruiting via SNS is noticeable by analyzing statistical data (Parks-Yancy and Cooley, 2018):94% of recruiters use social networks for recruiting candidates,Companies that use social networks for recruiting candidates have improved the quality of their candidates by 49%,Almost three-quarters of employees between the ages of 18 and 34 found their last job using SNS,89% of recruiters reported that they hired at least one candidate using LinkedIn,…”

Section: Literature Reviewmentioning

confidence: 99%

Social recruiting: an application of social network analysis for preselection of candidates

Milovanović

Bogdanović

Лабус

et al. 2022

DTA

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PurposeThe paper aims to studiy social recruiting for finding suitable candidates on social networks. The main goal is to develop a methodological approach that would enable preselection of candidates using social network analysis. The research focus is on the automated collection of data using the web scraping method. Based on the information collected from the users' profiles, three clusters of skills and interests are created: technical, empirical and education-based. The identified clusters enable the recruiter to effectively search for suitable candidates.Design/methodology/approachThis paper proposes a new methodological approach for the preselection of candidates based on social network analysis (SNA). The defined methodological approach includes the following phases: Social network selection according to the defined preselection goals; Automatic data collection from the selected social network using the web scraping method; Filtering, processing and statistical analysis of data. Data analysis to identify relevant information for the preselection of candidates using attributes clustering and SNA. Preselection of candidates is based on the information obtained.FindingsIt is possible to contribute to candidate preselection in the recruiting process by identifying key categories of skills and interests of candidates. Using a defined methodological approach allows recruiters to identify candidates who possess the skills and interests defined by the search. A defined method automates the verification of the existence, or absence, of a particular category of skills or interests on the profiles of the potential candidates. The primary intention is reflected in the screening and filtering of the skills and interests of potential candidates, which contributes to a more effective preselection process.Research limitations/implicationsA small sample of the participants is present in the preliminary evaluation. A manual revision of the collected skills and interests is conducted. The recruiters should have basic knowledge of the SNA methodology in order to understand its application in the described method. The reliability of the collected data is assessed, because users provide data themselves when filling out their social network profiles.Practical implicationsThe presented method could be applied on different social networks, such as GitHub or AngelList for clustering profile skills. For a different social network, only the web scraping instructions would change. This method is composed of mutually independent steps. This means that each step can be implemented differently, without changing the whole process. The results of a pilot project evaluation indicate that the HR experts are interested in the proposed method and that they would be willing to include it in their practice.Social implicationsThe social implication should be the determination of relevant skills and interests during the preselection phase of candidates in the process of social recruitment.Originality/valueIn contrast to previous studies that were discussed in the paper, this paper defines a method for automatic data collection using the web scraper tool. The described method allows the collection of more data in a shorter period. Additionally, it reduces the cost of creating an initial data set by removing the cost of hiring interviewers, questioners and people who collect data from social networks. A completely automated process of data collection from a particular social network stands out from this model from currently available solutions. Considering the method of data collection implemented in this paper, the proposed method provides opportunities to extend the scope of collected data to implicit data, which is not possible using the tools presented in other papers.

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Translating Employability Capital into Employment Outcomes and Career Development: South African Teachers’ and Principals’ Views

Msezane¹

2022

Graduate Employability Across Contexts

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Who gets the job? First-generation college students' perceptions of employer screening methods

Cited by 4 publications

References 28 publications

A relational view of unethical pro-organisational behaviour

A relational view of unethical pro-organisational behaviour

Social recruiting: an application of social network analysis for preselection of candidates

Translating Employability Capital into Employment Outcomes and Career Development: South African Teachers’ and Principals’ Views

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