Abstract
This paper focuses on the determinants of the impact of social networks on the recruitment process in Kosovar enterprises, concluding that the main factor of that impact is the quality of information, cost benefits, and timeliness. Another factor of particular importance is the competitive advantages social networks provide with respect to efficiently attracting suitable candidates to recruit through their unified data processing speed.
 The managers interviewed in this study provided evidence that recruitment using social networks is faster than with traditional methods. Social networks enable firms to quickly and easily access applicants from all over the world easily at a low cost. Social networks provide in-depth discussions to understand the views and opinions of both parties in the recruitment process. The information provided by social networks on the personal and professional life of the potential job candidate makes social networks an important tool for recruitment
Highlights
The recruitment process in Kosovar enterprises is conducted according to traditional recruitment methods, but they are not enough to attract qualified and talented potential candidates
We found the percentage of use of social networks in the recruitment process in Kosovar enterprises is 14.8%
Analyzing the quality of information, cost benefit which brings social networks in the process of recruitment and decrease of time during administration process of recruitment effectiveness, we found social networks impact on the recruitment process, where the overall mean is 3.87, following to the alternative Agree, which argues the power of influence in the recruitment process and with a standard deviation of 0.83
Summary
The recruitment process in Kosovar enterprises is conducted according to traditional recruitment methods, but they are not enough to attract qualified and talented potential candidates. Our findings in this research show that only 14.8% of Kosovo enterprises recruit using social networks, the content of which provides special opportunities for this process, especially as an important source of information for applicants and employers. To use this information in this research, Davidson et al (2011) provided preliminary guidance for companies on how to use social networks by managers in the recruitment process, using multiple information verification and accuracy rates. This study’s premise is that standardization is a crucial issue for how content can be prepared on social networks, as it should be consistent for all candidates
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