Social Media Recruitment Research Articles

Preventing fraudulent research participation: Methodological strategies and ethical impacts.

This article addresses a growing issue in genetic counseling research: the participation of individuals who falsify demographic information or experiences to qualify for studies, often motivated by remuneration. This issue is particularly pressing in studies using social media recruitment, where detecting fraudulent participants has become increasingly difficult. The prevalence of inaccurate data raises serious questions about the integrity, reliability, and validity of research findings. We explore potential sources of participant fraud and inconsistency informed by prior, direct experience with fraudulent participants, discussing various strategies to strengthen participant screening, data validation, and interview protocols. We also examine the challenges screening methods pose for marginalized communities, who may already harbor distrust in research or face privacy concerns. We emphasize the need for transparent, responsible approaches to participant verification and advocate for developing standardized guidelines to protect both research quality and participant rights. By promoting trust, inclusivity, and fairness in research practices, we aim to preserve the dignity of participants and ensure that genetic counseling research remains rigorous. Ultimately, we call for collective action to reinforce the integrity of research and enhance its impact on clinical practice, ensuring that evidence-based insights guide patient-centered care.

Challenging the Continued Usefulness of Social Media Recruitment for Surveys of Hidden Populations of People Who Use Opioids.

Historically, recruiting research participants through social media facilitated access to people who use opioids, capturing a range of drug use behaviors. The current rapidly changing online landscape, however, casts doubt on social media's continued usefulness for study recruitment. In this viewpoint paper, we assessed social media recruitment for people who use opioids and described challenges and potential solutions for effective recruitment. As part of a study on barriers to harm reduction health services, we recruited people who use opioids in New York City to complete a REDCap (Research Electronic Data Capture; Vanderbilt University) internet-based survey using Meta (Facebook and Instagram), X (formerly known as Twitter), Reddit, and Discord. Eligible participants must have reported using opioids (heroin, prescription opioids, or fentanyl) for nonprescription purposes in the past 90 days and live or work in New York City. Data collection took place from August 2023 to November 2023. Including study purpose, compensation, and inclusion criteria caused Meta's social media platforms and X to flag our ads as "discriminatory" and "spreading false information." Listing incentives increased bot traffic across all platforms despite bot prevention activities (eg, reCAPTCHA and counting items in an image). We instituted a rigorous post hoc data cleaning protocol (eg, investigating duplicate IP addresses, participants reporting use of a fictitious drug, invalid ZIP codes, and improbable drug use behaviors) to identify bot submissions and repeat participants. Participants received a US $20 gift card if still deemed eligible after post hoc data inspection. There were 2560 submissions, 93.2% (n=2387) of which were determined to be from bots or malicious responders. Of these, 23.9% (n=571) showed evidence of a duplicate IP or email address, 45.9% (n=1095) reported consuming a fictitious drug, 15.8% (n=378) provided an invalid ZIP code, and 9.4% (n=225) reported improbable drug use behaviors. The majority of responses deemed legitimate (n=173) were collected from Meta (n=79, 45.7%) and Reddit (n=48, 27.8%). X's ads were the most expensive (US $1.96/click) and yielded the fewest participants (3 completed surveys). Social media recruitment of hidden populations is challenging but not impossible. Rigorous data collection protocols and post hoc data inspection are necessary to ensure the validity of findings. These methods may counter previous best practices for researching stigmatized behaviors.

Using Social Media to Recruit a Diverse Sample of Participants for a Mobile Health (mHealth) Intervention to Increase Physical Activity: Exploratory Study.

Recruitment of demographically diverse samples in clinical research is often challenging and even more so during the COVID-19 pandemic when traditional in-person recruitment methods could not be implemented. Social media platforms offer an alternative approach for recruiting diverse samples of participants for clinical trials, including those testing digital health interventions. This approach allowed for a quicker recruitment process without the physical constraints associated with traditional in-person methods. This study aimed to detail the online and social media campaigns used to recruit participants for "Diabetes and Mental Health Adaptive Notification Tracking and Evaluation" (DIAMANTE), a randomized controlled trial testing a smartphone-based intervention (a text messaging system that uses machine learning to personalize content) to increase physical activity for patients with diabetes and depression. In describing the recruitment process, we seek to offer insights to the research community on recruitment through online and social media advertisements for diverse communities. This study sought to recruit demographically diverse individuals in the United States through social media, including paid advertisements on Craigslist and Facebook (Meta). For the DIAMANTE project recruitment, we created 18 personas that mapped into the population's target demographics using a user-centered design methodology. We deployed targeted English and Spanish ads on Craigslist and Facebook in 78 cities based on county-level demographics and diabetes prevalence data to target diverse individuals aged 18-75 years old, who had been diagnosed with diabetes and had documented depressive symptoms. A total of 1379 individuals completed the study's initial screening survey. Of those, 71 respondents on Facebook and 508 on Craigslist were interested in enrolling in our study. In total, 26 out of 58 (45%) eligible respondents from Facebook and 50 out of 235 (21.3%) eligible respondents from Craigslist were eventually recruited in the randomized controlled trial. In all, both platforms showed poor performance in recruiting Spanish speakers, with Facebook advertisements accounting for 0 and Craigslist for 4 (5.3%) of such participants. When it came to English speakers, Craigslist proved to be the better performing platform compared to Facebook, both in terms of reach (579 vs 71) and cost-effectiveness (US $67.61 in average cost per recruited participant vs US $80.16). While Craigslist ads reached more people, resulting in more completed screening surveys than Facebook ads, there was a higher number of ineligible and incomplete enrollment from Craigslist compared with Facebook, leading to a relatively lower conversion rate (9.4% vs 36.6%). Importantly, participants recruited through Craigslist were more ethnically and racially diverse than those recruited from Facebook. Results from this study revealed that it is possible to recruit diverse sample sets using social media and online advertisements. However, despite targeted recruitment efforts, social media recruitment of Spanish speakers proved especially challenging and costly. Further research is needed to determine systematic, online methods for recruiting marginalized communities.

Association of Social Media Recruitment and Depression Among Racially and Ethnically Diverse Metabolic and Bariatric Surgery Candidates: Prospective Cohort Study.

Due to the widespread use of social media and the internet in today's connected world, obesity and depression rates are increasing concurrently on a global scale. This study investigated the complex dynamics involving social media recruitment for scientific research, race, ethnicity, and depression among metabolic and bariatric surgery (MBS) candidates. This study aimed to determine (1) the association between social media recruitment and depression among MBS candidates and (2) racial and ethnic differences in social media recruitment engagement. The analysis included data from 380 adult MBS candidates enrolled in a prospective cohort study from July 2019 to December 2022. Race and ethnicity, recruitment method (social media: yes or no), and depression status were evaluated using χ2 tests and logistic regression models. Age, sex, and ethnicity were adjusted in multivariable logistic regression models. The mean age of the candidates was 47.35 (SD 11.6) years, ranging from 18 to 78 years. Participants recruited through social media (n=41, 38.32%) were more likely to report past or current episodes of depression compared to nonsocial media-recruited participants (n=74, 27.11%; P=.03), with a 67% increased likelihood of depression (odds ratio [OR] 1.67, 95% CI 1.04-2.68, P=.03). Further analysis showed that participants with a history of depression who were below the mean sample age were 2.26 times more likely to be recruited via social media (adjusted OR [aOR] 2.26, 95% CI 1.03-4.95; P=.04) compared to those above the mean age. Hispanic (n=26, 38.81%) and non-Hispanic White (n=53, 35.10%) participants were significantly more likely to be recruited via social media than non-Hispanic Black (n=27, 18.37%) participants (P<.001). After adjusting for covariates, non-Hispanic Black participants were 60% less likely than non-Hispanic White participants to be recruited via social media (aOR 0.40, 95% CI 0.22-0.71; P=.002). We found that individuals recruited through social media channels, especially younger participants, were more likely to report past or current episodes of depression compared to those recruited through nonsocial media. The study also showed that non-Hispanic Black individuals are less likely to engage in social media recruitment for scientific research versus other racial and ethnic groups. Future mental health-related studies should consider strategies to mitigate potential biases introduced by recruitment methods to ensure the validity and generalizability of research findings.

Using C4.5 Algorithm to Gain Insights on Stakeholder Engagement and Use of Artificial Intelligence on Social Media in Dementia Caregiving Disparity Research.

We applied machine learning techniques to build models that predict perceived risks and benefits of using artificial intelligence (AI) algorithms to recruit African American informal caregivers for clinical trials and general health disparity research via social media platforms. In a U.S. sample of 572 family caregivers of a person with Alzheimer's disease and related dementias (ADRD), our application of the J48 algorithm (C4.5) revealed an interesting trend. African American family members of a person with ADRD were more likely to see the benefits of using AI on social media to ease the burden of recruitment, regardless of age, ethnicity, gender, and level of education. However, white family caregivers, particularly those aged 25-34 with graduate degrees, were more cautious and prone to perceive risks of using AI on social media for recruitment in research. This caution underscores the need for further research and understanding in this area.

Recruitment through social media ads and videocalls: Cost, effectiveness, and lessons from the Experiences of Pregnancy study.

While participant recruitment via social media is increasingly used, its cost-effectiveness remains unclear for pregnancy cohorts, especially across social media platforms and in the context of increasing threats from web robots (i.e., bots) and fraudulent participants. Accordingly, we report on the implementation and results of online recruitment for a longitudinal cohort study about mental health in pregnancy and postpartum (Experiences of Pregnancy (EoP)). We describe: (1) the cost-effectiveness of Facebook, Instagram, Reddit, and Twitter/X for recruiting individuals in their first trimester (2) methods, experiences, and solutions for preventing bots and fraudulent participants (3) the representativeness of EoP compared to the United States (US) population and pregnancy cohorts recruited in person. Over 2.5 months (beginning June 2023), 574 participants were recruited at an advertising cost of US$6.19 per participant. Social media recruitment was highly time-efficient compared to in-person recruitment, reaching comparable sample sizes in 1/10th of the time. However, a range of safeguards to counter bots and fraudulent participants had to be implemented, resulting in 995 staff hours during recruitment. EoP also allowed reaching individuals without access to prenatal care but was not representative of the US population, suggesting stratified sampling would be needed to reach representativeness with online recruitment.

THE INFLUENCE OF SOCIAL MEDIA ON RECRUITMENT EFFECTIVENESS AND POST-HIRE EMPLOYEE ENGAGEMENT: A STUDY OF PRE- AND POST-HIRE OUTCOMES

The purpose of this study is to examine the influence of social media on recruitment effectiveness and post-hire employee engagement, focusing on the credibility and satisfaction associated with social media platforms. The research explores both pre-hire and post-hire outcomes to understand the full recruitment lifecycle. A quantitative research design was employed, utilizing a survey method to collect data from human resource professionals and employees across various organizations. The analysis will be conducted using statistical techniques, such as regression analysis and structural equation modelling, to assess the relationships between social media use, recruitment outcomes, and employee engagement. The findings reveal that social media enhances recruitment efficiency by improving candidate credibility and satisfaction during the pre-hire phase, leading to higher engagement in the post-hire phase. However, reliance on social media alone has limitations in assessing long-term employee retention. This study provides practical implications for HR managers to integrate social media as a key recruitment tool while acknowledging its limitations. It also contributes to the literature on employee engagement, offering a comprehensive view of recruitment outcomes. The originality of the study lies in its dual focus on both recruitment and post-hire outcomes through social media use, filling a gap in existing research. KEYWORDS: Social Media, Recruitment, Employee Engagement, Pre-Hire Outcomes, Post-Hire Outcomes, Credibility, Satisfaction.

A Preliminary Examination of the Associations Between Sleep Quality and Body Dysmorphia Symptoms Among Two Separate Samples of Adolescents.

Obsessive compulsive and related disorders have been linked to sleep disturbances. Given that adolescence is a core risk period for body dysmorphic disorder (BDD), and sleep difficulties are particularly prevalent during adolescence, the current study aims to examine associations between sleep quality and BDD symptoms among two separate samples of adolescents. It was hypothesized that lower reported sleep quality would be associated with higher reported BDD symptoms, even after controlling for anxiety and depression. Study 1 included 325 adolescents aged 11-18years who completed an online survey via social media recruitment. The survey included questionnaires on BDD symptoms, sleep quality, and anxiety and depressive disorder symptoms. Study 2 included 396 adolescents who completed the same online survey. In study 1, a significant omnibus regression model accounted for 20.0% of the variance in adolescent BDD symptoms. After controlling for anxiety and depressive symptoms, adolescent sleep quality was significantly associated with BDD symptoms, with a small effect size (sr2 = 0.02). Study 2 yielded similar results, with a significant omnibus regression model accounting for 26.5% of the variance in adolescent BDD symptoms, and significant associations between adolescent sleep quality and BDD symptoms yielding a small effect size (sr2 = 0.01). Exploratory analyses in both studies demonstrated associations between difficulty returning to wakefulness and BDD symptoms. Adolescent sleep quality and BDD symptoms were linked, such that adolescents who reported lower quality sleep also reported higher levels of BDD symptoms. Future research can aim to replicate and extend these results using more rigorous (e.g., longitudinal, experimental) methods.

A Whole New World: Overcoming Methodological Challenges in the Post-Pandemic Recruitment of Pregnant Women at Risk of STIs.

The impact of the COVID-19 pandemic on recruitment has been significant, including the recruitment of pregnant individuals with behavioral health risk factors. The objective of this manuscript is to highlight our response to the methodological challenges created by the pandemic and how we leveraged technology to adapt and expand our recruitment procedures for the Health Check-up for Expectant Moms, a technology-delivered behavioral skills intervention aimed at empowering and motivating pregnant women engaging in substance use and sexual health risks (e.g., condomless sex, multiple partners) to reduce their likelihood of STIs and substance use during pregnancy. After the onset of the pandemic, we transitioned from in-person recruitment to remote clinic recruitment (e.g., by phone, text messaging, and e-mail) as well as social media campaigns via Facebook® and Instagram® with a confidential web-based screening questionnaire for our study targeting pregnant women in 27 counties of Michigan. For remote recruitment, we contacted 6238 women; 1360 completed the study screening questionnaire (mean age = 31.5; SD = 4.6), 90 were eligible, and 73 were enrolled (6% eligibility). For social media recruitment, we had 2512 completing the pre-screening questionnaire. Of these, 501 (mean age = 31.9; SD = 4.6) went on to complete the full study screening questionnaire, 25 women were eligible, and 20 were enrolled (5%). Our 5% eligibility rate from our social media campaign is on par with our remote and in-clinic recruitment methods yet took far less time (15 weeks vs. 150 weeks vs. 48 weeks, respectively). Despite study recruitment challenges related to the pandemic, remote recruitment-particularly social media-was found to be a successful approach, may have a broader reach, and a cost-effective alternative to active recruitment.

The Impact of Social Media Usage on the Effectiveness of Military Recruitment: The Moderating Role of Economic Conditions

This study examines the impact of social media usage on military recruitment effectiveness and assesses the moderating role of economic conditions in the Jakarta region. By using social media usage like Facebook, Instagram, YouTube, and Tik Tok, this study investigates how these platforms enhance recruitment processes by targeting specific demographics, improving communication, and fostering engagement within various economic conditions. This study employs a quantitative research design with a case study approach focused on the Jakarta region. A simple random sampling technique was used to select 350 respondents, including military recruiters and potential recruits. Data were collected through structured questionnaires and analyzed using Structural Equation Modeling (SEM) PLS. The findings show a significant positive relationship between social media usage and recruitment effectiveness. Platforms like Instagram and YouTube demonstrated higher effectiveness due to their visual and interactive nature. The moderating analysis revealed that economic conditions significantly influenced the relationship, with areas experiencing higher unemployment rates showing a stronger impact of social media campaigns on recruitment success. The results of this study contribute to the growing literature on digital marketing and recruitment by highlighting the importance of social media utilisation in recruitment strategies in military organisations. Additionally, this research provides insights for policymakers in military organisations in optimising recruitment strategies to align with regional economic dynamics and technological trends.

The Continued Usefulness of Social Media Recruitment for Surveys of People who Use Opioids

The Continued Usefulness of Social Media Recruitment for Surveys of People who Use Opioids

Digitalization of HRM for strategic human resource management orientation: Logistic regression and dominance analysis approach

Background: According to the contemporary HRM theory, strategic human resource management (SHRM) orientation, as a company's philosophy of aligning human resource management (HRM) policies and practices with an organizational strategy for maximizing organizational results, is considered the highest level of a company's HRM development. At the same time, one of the trends in HRM is the digitalization of HRM activities, following the global trend of adopting digital tools for increasing individual and organizational efficiency and effectiveness. The question that consequently arises is whether the digital component entered the SHRM perspective, in other words, whether SHRM orientation could exist without digitalization of HRM endeavours. Purpose: The paper strives to provide answers, both theoretically and empirically, to the following central and three supporting research questions: CRQ = Is digitalization of HRM contributing to the strategic HRM orientation of a company?, SRQ1 = Are digital HRM practices positively related to the SHRM orientation?, SRQ2 = Are some digital HRM practices more relevant for the SHRM orientation than others?, and SRQ3 = If the relationship between digital HRM practices and SHRM orientation does exist, which digital HRM practice is the most relevant one for SHRM orientation? Study design/methodology/approach: To provide empirically based answers to research questions, we utilized the CRANET 2021 dataset, covering 4495 organizations with more than 200 employees from 38 countries worldwide. We used nine indicators for revealing the existence of digital HRM (manager self-service, employee self-service, HRIS, algorithm-based HRM, HR analytics, telework, digital learning, social media recruitment, social media selection) and five indicators for determining the SHRM orientation (HR manager's membership in the management board or equivalent; involvement of HR manager in the development of business strategy; existence of written HRM strategy; HR to employee ratio, the level of HR department performance evaluation). SHRM orientation was determined using K-Means cluster analysis, and relationships between variables were analysed using correlation analysis, multiple logistic regression and dominance analysis (DA). Findings/conclusions: Correlation analysis revealed that all indicators of digitalization of HRM processes have a positive and a significant relationship with SHRM orientation, implying that digital HRM practices are relevant for SHRM orientation. The results of logistic regression indicated that the usage of manager self-service, algorithm-based HRM, HR analytics, telework, digital learning and social media selection increase the probability of organizations' SHRM orientation more than other explored indicators. The results of DA demonstrate that the most important digital HRM practices for the SHRM orientation is digital learning. Limitations/future research: As CRANET dataset is limited in its variables of digital HRM and indicators of SHRM orientation, further research is needed to confirm our findings.

TAKING CHARGE AND FLEXING PROTOCOLS: SNF NURSING STAFF’S UTI IDENTIFICATION

Abstract Skilled Nursing Facility (SNF) residents are at increased risk of adverse reactions, including death, due to inappropriate antibiotic use, which accounts for up to 75% of all SNF antibiotic prescriptions; the most common indication being urinary tract infection (UTI). The structure of SNFs create barriers to appropriate diagnosis and treatment of UTIs, with limited registered nurse availability and health care providers (HCP) being off-site. The purpose of this study was to describe SNF nursing staff experiences with residents whom they suspected were presenting with a UTI. A better understanding of what takes place prior to HCP contact can assist SNF leadership with improving nursing-led interventions. This qualitative descriptive study used a semi-stratified purposive sample, snowball sampling, and social media recruitment. Single, semi-structured interviews were completed using open-ended questions. Data analysis resulted in three themes: way out of the norm, taking ownership, and flexing protocols. Participants identified SNF residents’ behaviors that were ‘way out of the norm,’ as a key indicator of a UTI. Approaches to care included nursing staff taking ownership, or responsibility, and flexing protocols to prioritize the care and well-being of their residents. SNF nursing staff spend more time with their residents than the HCP, which results in them being heavily involved in the process of UTI identification. Inclusion of SNF nursing staff in future research is critical to the exploration of practices and improving outcomes. Research study recruitment barriers illustrate the tremendous need for education among SNF facility leadership to garner support and permission to access facilities.

An Analysis on Leveraging Technology in Recruitment Enhancing Sourcing Efficiency and Effectiveness in Dabster Consultancy Private Limited in BTM Layout, Bangalore

In this study, the Bangalore-based recruiting agency Dabster Consultancy Private Limited examines how technology might improve the efficacy and sourcing efficiency of its hiring procedures. Utilizing technology tools like applicant tracking systems (ATS), artificial intelligence (AI) for screening candidates, social media platforms, candidate relationship management (CRM) systems, and video interviewing platforms has become essential for enhancing recruitment results in today's cutthroat talent market. To analyse the research used a T-Test and Correlation as a statistical tool. The study looks at the time-consuming procedures, restricted reach, and expensive hiring expenses that Dabster Consultancy is currently facing in its recruitment efforts. Keywords: Recruitment Technology, Sourcing Efficiency, Application Tracking System (ATS), AI in Recruitment, Social Media Recruitment.

Maintaining data quality when using social media for recruitment: Risks, rewards, and steps forward

Social media is increasingly used to recruit participants for research studies and has been shown to be an effective means of recruitment, in terms of cost, time, and accessibility. However, researchers often struggle with the challenges of using social media for recruitment, as minimal guidance is available. Without careful consideration of the risks to data quality when using social media as a recruitment tool, the overall results of studies can be compromised. This paper provides three hypothetical scenarios based in part on the real-world experiences of researchers using social media-based recruitment (SMR) methods. The scenarios serve as a discussion and learning opportunity for researchers to identify data quality issues with SMR and postulate how issues can be mitigated. Inexperience with SMR can lead to severe flaws in data collection, which can be mitigated early in the study process with appropriate measures in place. Researchers need to proactively educate themselves and take measures to avoid common pitfalls associated with SMR to achieve robust data quality and research integrity.

Recruitment of Adolescents to Virtual Clinical Trials: Recruitment Results From the Health4Me Randomized Controlled Trial.

Preventive interventions are needed to provide targeted health support to adolescents to improve health behaviors. Engaging adolescents in preventive interventions remains a challenge, highlighting the need for innovative recruitment strategies. Given adolescents' lives are intertwined with digital technologies, attention should be focused on these avenues for recruitment. The evolving nature of clinical trials, including the emergence of virtual clinical trials, requires new recruitment approaches, which must be evaluated. This study aimed to examine the effectiveness and cost of various digital recruitment strategies for recruiting adolescents to a virtual clinical trial, evaluate the progression of participants from screening to enrollment, and explore factors associated with nonparticipation. This was conducted using data from the Health4Me Study, a preventive digital health intervention to improve physical activity and nutrition behaviors among adolescents aged 12 to 18 years. Participants were recruited into the Health4Me Study via social media advertisements on various contemporary platforms, emails to schools, emails to contacts within known networks, and emails to relevant youth organizations. Data were collected from social media advertisements, screening, and recruitment logs. Data analysis included summary and descriptive statistics, as well as chi-square tests to explore factors associated with nonparticipation. From 2369 expressions of interest, 390 (16.4%) participants were enrolled. A total of 19 advertisements were placed on social media, and 385 promotional emails were sent to schools, contacts within known networks, and relevant youth organizations. Social media advertisements reached 408,077 unique accounts. Advertisements mostly reached those living in populous states in Australia (306,489/408,077, 75.11% of unique accounts) and those identifying as female (177,698/408,077, 43.55% of unique accounts). A total of 24.97% (101,907/408,077) of advertisements were delivered to accounts with uncategorized genders. The total cost per participant enrolled was Aus $3.89 (approximately US $2.58). Most participants (1980/2305, 85.90%) found out about this study through Instagram. Differences in screening characteristics between eligible participants who did and did not enroll were found to be statistically significant for gender (P=.02), with fewer males and more individuals reporting their gender as "other" enrolling than expected by chance alone. The recruitment method also differed (P<.001), with fewer participants enrolling through Instagram and more enrolling through other methods (eg, known networks or word of mouth) than expected by chance alone. This study found that virtual clinical trial recruitment was found to be low-cost, with the potential to increase trial participation. Social media was the most effective recruitment method, reaching all states and territories, including hard-to-reach populations. Future action is needed to explore recruitment methods that are more effective for males and to build trust among adolescents regarding clinical trial recruitment via social media.

The Impact of Social Media in Recruitment and Selection Process in IT Sector

The integration of social media in recruitment and selection processes has profoundly reshaped human resource management within the Information Technology (IT) sector. Platforms such as LinkedIn, Facebook, and Twitter enable organizations to efficiently identify, assess, and engage talent by leveraging advanced search algorithms, analytics, and targeted advertising. This study explores the benefits of social media, including enhanced diversity, increased access to passive candidates, and improved employer branding. It also identifies challenges such as privacy concerns, potential biases, and ethical dilemmas. The research employs methodologies like topic modeling, t-SNE analysis, and trend analysis to uncover patterns and clusters in social media recruitment practices. Findings reveal that social media reduces hiring timelines, fosters inclusivity, and optimizes recruitment strategies. However, ethical and privacy challenges necessitate robust policies, training, and a balanced approach integrating traditional and digital recruitment methods. The study concludes with recommendations for managerial practices, societal inclusivity, and future research avenues, highlighting the transformative potential of social media in IT sector recruitment. DOI: https://doi.org/10.52783/pst.1050

A Study of Role of Social Media in the Recruitment and Selection Process

This study explores the transformative role of social media in modern recruitment practices, with a specific focus on Sarda Group's "Vachan" initiative. Social media platforms like LinkedIn, Facebook, and Twitter have redefined traditional hiring by enabling broader candidate reach, real-time engagement, and enhanced employer branding. Leveraging a mixed-methods approach, including quantitative analysis of social media recruitment data and qualitative interviews with HR managers, the research highlights how Sarda Group has used these platforms to attract talent, streamline recruitment, and align hires with organizational culture and values. The findings reveal that social media improves recruitment efficiency, enhances employer visibility, and provides insights into candidate profiles, enabling better hiring decisions. However, challenges such as data privacy, potential biases, and ethical considerations persist. This study concludes that while social media is a powerful tool for recruitment, organizations must continuously adapt strategies to address emerging challenges and optimize its use responsibly. The insights provide a framework for leveraging social media effectively in recruitment, emphasizing transparency, ethical practices, and strategic integration.

Reddit for research recruitment? Social media as a novel clinical trial recruitment tool for adolescent and young adult (AYA) cancer survivors.

Adolescent and young adult cancer survivors (AYAs) have been considered a hard-to-reach population with low enrollment rates in cancer clinical trials. Race, ethnicity, socioeconomic status, and inaccessibility have been identified as barriers impacting research participation. Social media has the potential to overcome these barriers and increase AYA enrollment. This secondary analysis of a randomized controlled behavioral trial aims to (1) examine differences in participant characteristics and engagement as stratified by recruitment method and (2) offer considerations for using social media to recruit AYAs. Social media and traditional recruitment methods were employed to recruit 72 post-treatment AYAs (ages 16-29) for a virtual synchronous group-based resiliency intervention (Bounce Back). Screening surveys assessed sociodemographic, medical, and psychosocial characteristics. Feasibility was assessed via attendance and follow-up survey completion. Post-intervention program acceptability and treatment satisfaction ratings were collected. A total of 61% of AYAs were recruited via social media; with 40% from Reddit, 18% from Facebook, and 3% from Twitter. Participants recruited via social media had greater sociodemographic and geographic diversity, completed cancer treatment more recently, and reported increased anxiety and prospective worry compared to participants recruited via traditional channels. No significant between-group differences in retention, engagement, acceptability, or treatment satisfaction ratings were detected. Challenges encountered included bots, malingerers, and scheduling considerations. Recruiting via social media platforms, especially Reddit, enhanced participant diversity and intervention accessibility. Researchers should identify recruitment methods that promote inclusivity while preserving safety and research integrity. Social media recruitment was a successful and comparable recruitment strategy for engaging early post-treatment AYAs in a behavioral intervention trial.

A Qualitative Study of Postpartum Women's Lived Experiences During COVID-19.

A Qualitative Study of Postpartum Women's Lived Experiences During COVID-19.