Abstract
This literature review study was to explore information from multiple authors and studies on Effective Strategies for Hiring Employees Despite Social Affiliation in order to aid management best practices in businesses. The lack of strategies highlighted the uncertainty in the hiring processes for businesses. The significance of this study, which is to provide strategies for hiring managers could encourage effective hiring practices. Strategic hiring practices could encourage business leaders to develop sound hiring systems that could benefit both the companies and the community in which these businesses operate. DOI: 10.5901/ajis.2015.v4n2p211
Highlights
To reflect the possible need for hiring strategies, multiple sources were reviewed to outline the connection between social identity theory and hiring
The review completed identified the connection between social identity theory and the perceptions of affiliations during the hiring process
Uziel (2010) determined that through impression management interviewees use cues to lead the perceptions of hiring managers
Summary
Three theories proffer a framework for this literature study that includes the concepts of social identity theory, expectancy theory, and decision field theory. These theories and concepts aid in forming the basis of this study’s subject relating to strategies for hiring the best candidate despite social affiliation. The principles provided by the components of these concepts contribute to the subject of determining strategies for hiring managers in the Metro Atlanta Georgia area.
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