Abstract
Professional social media platforms (PSMs), including LinkedIn, have created better opportunities for students and employees to advance their career aspirations. Though PSMs seem to be an effective human resource management (HRM) tool, in order to leverage PSMs effectively, it is strategically essential to incorporate research inputs from both the employers' and the individuals’ perspectives. Realizing this, academic researchers have been interested in PSMs since the previous decade. However, research on PSMs and their effectiveness continues to be in the embryonic stage. To catalyze scholarly interest and provide a foundation for formulating sound theoretical propositions for the efficient use of PSMs, it is imperative to aggregate and critically evaluate prior findings and provide avenues for future research. Addressing this need, the current study undertakes a systematic literature review to comprehensively understand the influence of PSMs on one particular aspect of HRM—namely, hiring processes. Forty-five studies were selected from existing literature to examine the accumulated knowledge, assess current research boundaries, and derive ways to enrich this area of research further. The study is motivated by the fact that given the short life cycle of social media platforms and information systems, PSMs need to innovate and continuously offer value to their users. The study makes a concrete contribution to PSM literature by generating actionable research avenues for future researchers and providing practical insights for managers and service providers.
Highlights
Traditional recruitment methods follow the pattern of advertising a job, receiving applications, shortlisting candidates, arranging in terviews, and employing individuals [1]
We propose that future scholars may focus on the following research questions (RQ): RQ5.1
A state-of-the-art research profile we developed presents annual publications, international collaborations, geographic scope, and analytical techniques adopted by prior studies
Summary
Traditional recruitment methods follow the pattern of advertising a job, receiving applications, shortlisting candidates, arranging in terviews, and employing individuals [1]. Conse quently, it is challenging to comprehend the managerial as well as the theoretical applicability of the existing findings and draw pertinent in sights We argue that this is a significant gap in the literature and that a critical synthesis of prior studies is required to systemically foster pro ductive directions for future research on the effectiveness, efficiency, and role of PSMs in HRM practices. The current study at tempts to organize these interesting yet scattered studies to arrive at a comprehensive and state-of-the-art synthesis of existing knowledge in this domain This proposed review aims to add value to the literature on the role of PSMs in the recruitment process [33] and takes a step forward by drawing cumulative conclusions for advancing theory and practice.
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