Social Media Recruitment Research Articles

Impact of Job Seekers’ Profile on Social Networking Websites in the Recruitment Process in Indian IT firms

Recruitment is the process of attracting potential candidates to apply for vacant positions in an organization. Recruiters are using social media platforms to advertise jobs, find talent, and communicate with potential recruiters about the company's culture. Job seekers are using social media for active job search as well as networking with recruiters to become a candidate for passive recruitment. This research explores the significance of social networking as a medium of recruitment in IT industries and focuses on job seekers’ perspective of using social media for recruitment. The research focus on analysing the impact of job seekers’ profile on social networking sites on recruiters’ decision when it comes to recruitment process. For this research the designed questionnaire for job seekers’ had 21 questions. The data was collected from 417 job seekers by means of Google forms. The mathematical tools deployed in this research are regression analysis and ANOVA. The present study confirms that social media profile of job seekers’ have an impact in recruitment process.

Hiring the Best Job Applicants?

Human resources (HR) management professionals have been using different methods of social media (SM) in their recruitment strategies with varying degrees of success. Through examining SM and its effect, this can support the development of a more effective HR recruitment strategy. This research investigates effects and issues associated with SM and recruitment and whether SM is effective as an innovative e-entrepreneurship method of hiring the best job applicants for enterprises. Professionals, recruiters, and employees were questioned on their views of SM from a personal and professional perspective through a variety of methods including focus groups and questionnaires. It is argued that the advantages of using SM for online recruitment include increased efficiency and convenience for both potential employees and enterprises, whereas where the systems are not designed correctly, it can create increased difficulties for the enterprises in communicating with potential employees. A framework is provided that can be used by enterprises in order to create their own SM recruitment cycle.

Feasibility, Utility, and Limitations of a Rapid Community Behavioral Diagnosis for Social Distancing During the 2020 Coronavirus Pandemic.

To evaluate the feasibility, utility, and limitations of a rapid community behavioral diagnosis (RCBD) for social distancing behaviors to prevent coronavirus transmission during a global coronavirus pandemic. Using social media for recruitment, we partnered with a local community task force to administer a brief online survey. Residential urban community. Eighty-four community members, the majority of whom were white, female, college educated completed the survey. Theory of planned behavior constructs: behavioral intentions, attitudes, perceived norms, and perceived behavioral control for 3 social distancing behaviors: maintaining a 6-foot distance, avoiding places people congregate, and staying home as much as possible. Path analyses were conducted to understand significant determinants of intentions for each behavior to guide the development of locally tailored health promotion messages. The RCBD was implemented, and results were communicated to the community within 1 week. Intentions were high across the 3 behaviors but lowest for staying home as much as possible. Younger participants had lower intentions of maintaining a 6-foot distance than older participants. For each behavior, specific recommendations for health promotion messaging emerged based on how attitudes, norms, and perceived behavioral control related to intentions. In a situation where local community action is paramount for reducing coronavirus transmission, this RCBD process is feasible and useful for informing local health promotion.

Evaluating the Data Quality of a National Sample of Young Sexual and Gender Minorities Recruited Using Social Media: The Influence of Different Design Formats

Social media recruitment is no longer an uncharted avenue for survey research. The results thus far provide evidence of an engaging means of recruiting hard-to-reach populations. Questions remain, however, regarding whether the data collected using this method of recruitment produce quality data. This article assesses one aspect that may influence the quality of data gathered through nonprobability sampling using social media advertisements for a hard-to-reach sexual and gender minority youth population: recruitment design formats. The data come from the Survey of Today’s Adolescent Relationships and Transitions, which used a variety of forms of advertisements as survey recruitment tools on Facebook, Instagram, and Snapchat. Results demonstrate that design decisions such as the format of the advertisement (e.g., video or static) and the use of eligibility language on the advertisements impact the quality of the data as measured by break-off rates and the use of nonsubstantive responses. Additionally, the type of device used affected the measures of data quality.

Abstract A046: Collecting nonclinical data to address disparities in cancer prevention: Lessons from the field

Abstract Background and Purpose: Research on how women at high-risk of breast or ovarian cancer make risk-reduction choices is still developing, and rarely addresses minority and underserved populations. Early findings indicate that African American women face additional burdens at every stage of the decision-making process. Because most high-risk African American women do not receive clinical care related to risk, further research requires recruitment methods that do not rely on the clinical populations commonly used in risk-reduction studies. Procedures: The Daughter, Sister, Mother Project has recruited high-risk African American and White women from non-clinical environments to collect both qualitative (semi-structured interview) and quantitative (survey) data. Non-clinical recruitment methods include contacting women through social media, online volunteer databases, and community organizations. They present unique challenges for which we have developed specific solutions. Results: Our experience recruiting non-clinical but high-risk populations has yielded solutions that may be useful to other researchers. (1) Risk prediction modeling. Because the individual risk level of women recruited through non-clinical methods is usually unknown, risk prediction modeling must be built into the data collection process. Telephone screening by trained research staff allows risk prediction modeling before study enrollment, and replaces the risk-level information that would pre-exist participant recruitment in a clinical setting. Collecting risk-related information within a survey instrument makes it possible for participants to complete a survey in one interaction, but requires risk-prediction modeling and sample trimming after the data have been collected. (2) Hacking and fraudulent accounts. Combining online data collection with social media recruitment facilitates the involvement of participants not commonly drawn into biomedical research, but also exposes studies to hackers and fraudulent participants. To avoid (a) losing incentive funds to hackers and (b) incorporating fraudulent information into study datasets, we have developed methods to distinguish “real” from “fake” participants. These include survey programming methods that detect or weed out fraudulent accounts, semi-automated methods to locate impossible data combinations, and direct phone contact with participants after data collection is complete. (3) Ongoing connections. Some African American women not already involved in high-risk clinical care are also hesitant to become involved in health-oriented research. Trust can be built through connections with community organizations, fostering ongoing two-way contact with our research team, and returning useful information to the communities where we learn it. Conclusion: Recruitment of non-clinical populations is a useful tool for cancer health disparities research, and requires creative recruitment, data collection, and data cleaning methods. Citation Format: Tasleem J Padamsee. Collecting nonclinical data to address disparities in cancer prevention: Lessons from the field [abstract]. In: Proceedings of the Twelfth AACR Conference on the Science of Cancer Health Disparities in Racial/Ethnic Minorities and the Medically Underserved; 2019 Sep 20-23; San Francisco, CA. Philadelphia (PA): AACR; Cancer Epidemiol Biomarkers Prev 2020;29(6 Suppl_2):Abstract nr A046.

Factor Analysis among the variables relating to purpose of using social media websites and nonacceptance of social media in recruitment

In the era of Globalization, advancement of technology and stiff competition, particularly, in the I.T. Industry, companies have to adopt new H.R. strategies and practices so as to constantly evolve and grow. In this context, existing recruitment strategies have to be replaced by new strategies. Many companies are now extensively depending on the internet to connect to larger audiences globally. Organizations are in a position to attract profiles, resumes from potential candidates by announcing their vacancies on their own websites. E-recruitment is evoking interest among the companies typically over the last few years. The spread of information technology and growth of Internet has paved way for companies willing to hunt for talent on the job seeking websites. In the years to come, social networking will soon be an indispensable part of the hiring process. It is cost effective, does not require setting up an office and forms an effective tool for recruiters. The main purpose of this study was to understand the application of factor analysis in social science research and to reduce a large number of variables into manageable smaller factors for further analysis of the employers’ perception on social media recruitment with reference to the I.T. Sector in Bangalore.

Smoke and Scan: A Content Analysis of QR Code-Directed Websites Found on Cigarette Packs in China.

IntroductionQuick Response codes, or “QR” codes, are used widely in China—for mobile payment, marketing, public transportation, and various other applications. In this study, we examined the content of websites linked from QR codes on cigarette packs collected in China.Aims and MethodsIn February 2017, 738 unique cigarette packs were collected from five Chinese cities (Beijing, Guangzhou, Shanghai, Kunming, and Chengdu) using a systematic protocol. Cigarette packs were coded for presence of QR codes on packaging. Packs containing QR codes were then scanned using the WeChat app. Websites sourced from QR codes were coded for required verification, website type, age- and health-related statements, engagement strategies, and marketing appeals.ResultsFrom the sample of 738 unique packs, 109 packs (14.8%) had a QR code on the packaging. The QR codes were linked to 24 unique websites of which 23 could be analyzed. All 23 unique websites were either brand-specific or social media websites; none focused on health or quit information. Of the 23 websites, only three (13.0%) websites had age-restricted site access and just six (26.1%) had any mention of health-related risks associated with product usage. Engagement strategies and/or marketing appeals were found on 20 (87.0%) websites.ConclusionsThe Chinese tobacco industry uses QR codes on cigarette packaging to link to web-based marketing content including social media recruitment, contests and giveaways, and product advertisement. It is important to understand where packs send consumers online and what messages they receive, and to consider QR codes on packaging when drafting policy.ImplicationsScanning QR codes in China is a commonplace activity. The authors are aware of no published studies on the role QR codes play on the marketing of cigarette packs, in China or elsewhere. This study demonstrates QR codes on cigarette packs can expose users and nonusers to cigarette marketing on interactive websites and protobacco social media pages, mostly without restrictive access or health warnings. This is an area that health authorities can consider regulating, given that this is a channel through which the tobacco industry can communicate with current and potential consumers.

Social media as a recruitment platform for a nationwide online survey of COVID-19 knowledge, beliefs, and practices in the United States: methodology and feasibility analysis

BackgroundThe COVID-19 pandemic has evolved into one of the most impactful health crises in modern history, compelling researchers to explore innovative ways to efficiently collect public health data in a timely manner. Social media platforms have been explored as a research recruitment tool in other settings; however, their feasibility for collecting representative survey data during infectious disease epidemics remain unexplored.ObjectivesThis study has two aims 1) describe the methodology used to recruit a nationwide sample of adults residing in the United States (U.S.) to participate in a survey on COVID-19 knowledge, beliefs, and practices, and 2) outline the preliminary findings related to recruitment, challenges using social media as a recruitment platform, and strategies used to address these challenges.MethodsAn original web-based survey informed by evidence from past literature and validated scales was developed. A Facebook advertisement campaign was used to disseminate the link to an online Qualtrics survey between March 20–30, 2020. Two supplementary male-only and racial minority- targeted advertisements were created on the sixth and tenth day of recruitment, respectively, to address issues of disproportionate female- and White-oriented gender- and ethnic-skewing observed in the advertisement’s reach and response trends.ResultsIn total, 6602 participant responses were recorded with representation from all U.S. 50 states, the District of Columbia, and Puerto Rico. The advertisements cumulatively reached 236,017 individuals and resulted in 9609 clicks (4.07% reach). Total cost of the advertisement was $906, resulting in costs of $0.09 per click and $0.18 per full response (completed surveys). Implementation of the male-only advertisement improved the cumulative percentage of male respondents from approximately 20 to 40%.ConclusionsThe social media advertisement campaign was an effective and efficient strategy to collect large scale, nationwide data on COVID-19 within a short time period. Although the proportion of men who completed the survey was lower than those who didn’t, interventions to increase male responses and enhance representativeness were successful. These findings can inform future research on the use of social media recruitment for the rapid collection of survey data related to rapidly evolving health crises, such as COVID-19.

Social media recruitment: the role of credibility and satisfaction

PurposeThe increased popularity of social media has been prompting the recruitment managers to use social media recruitment. Very little has been studied on the effectiveness of social media recruitment from the recruiter's perspective. Influenced by the diffusion of innovation theory, the study measures the usefulness of social media recruitment through various prehire and posthire recruitment outcomes. The study also used the media richness theory to examine the role of credibility and satisfaction as a mediating variable.Design/methodology/approachData has been collected from the recruiters in the public and private sector of India. Available literature is studied to develop survey instrument validated through experts from industry and academia. Pilot study was conducted to test for any construct weaknesses. Data is analyzed using AMOS.FindingsThe study result proved that social media recruitment is significantly related to both prehire outcomes and posthire outcomes. The result also proved the mediating effect of credibility and satisfaction and suggests recruitment practitioner to emphasize on disseminating credible, relevant and sufficient information through suitable communication mode.Practical implicationsHR professional to be careful about the information provided through a social media recruitment method. Practitioner to establish credibility of the information to create a sense of satisfaction by the applicants toward the information. Thus, as the information becomes more credible, the attraction to the organization also increases, which in turn results in more applicants applying for the job.Originality/valueThis is the first quantitative study to examine effectiveness of social media recruitment under the influence of mediator – credibility and satisfaction considering the data from the recruiters.

Innovative Trial Design Using Digital Approaches: An Example From Reproductive Medicine [21I

INTRODUCTION: Loss to follow-up and missing data are common reasons why clinical studies fail. In a site-less digital clinical trial we assessed the accuracy of a wearable fertility tracker, where we examined participants’ retention, compliance, and satisfaction with the site-less design. METHODS: In this IRB approved study, participants were recruited remotely through social media, online platforms, and email invitations. Participants wore the Ava Fertility Tracker for up to 6 menstrual cycles, took body temperature and urinary luteinizing hormone tests. We collected all self-reported outcomes and wearable device data via a mobile app, wherein the study coordinator could monitor compliance and send participation reminders. An independent customer support team provided technical support. Participants gave input on the site-less study design via an online survey. RESULTS: Fifty-six Swiss women completed the satisfaction survey (85% of the 66 enrolled study participants), rating their experience with social media recruitment (83%), online registration (98%) and online invitations (98%) as good or very good. Almost two-thirds of respondents considered the trial design easy to integrate into their everyday life. Most participants were highly satisfied with the technical support (78%), while 98% reported the study coordinator’s remote support as very helpful. CONCLUSION: Our predominantly digital approach resulted in high rates of completion (92%) and procedural compliance (87%), while maintaining participant satisfaction. This suggests site-less designs in reproductive health research could increase the quality and quantity of clinical data collected while minimizing participation burden. Future replication studies with longer follow-up times should consider whether the sampled population is biased towards digital natives.

Exposing the Risks of Social Media Recruitment in Adolescents and Young Adults with Cancer: #Beware.

Enrolling adolescents and young adults (AYAs) in psychosocial research studies during cancer treatment is challenging. Successful AYA study recruitment not specific to oncology patients supports social media network advertising and recruitment strategies. However, this brief report describes several challenges to recruiting an appropriate and credible anonymous sample while conducting Institutional Review Board-approved research using social media recruitment. Namely, ethical oversight impeded access to AYAs with cancer and monetary remuneration allured many noneligible AYA participants who accessed the online survey. Lessons learned from this study provide caution for researchers interested in a similar approach and illustrate ways to determine credibility of findings.

The Gender Minority Youth Study: Overview of Methods and Social Media Recruitment of a Nationwide Sample of U.S. Cisgender and Transgender Adolescents.

Recent research has documented significant mental health disparities for transgender adolescents. However, the extant literature is hindered by vague operationalizations of gender identity and limited measurement of trans-specific stressors. In this article, we (1) introduce and describe the Gender Minority Youth (GMY) Study, a large-scale study of transgender youth disparities; and (2) provide evidence of the feasibility of using social media to recruit a diverse sample of U.S. transgender and cisgender youth. Facebook and Instagram advertisements targeted 14-18-year-old adolescents to complete an online survey. Participants (N = 3318) self-reported gender assigned at birth and current gender identity, mental health symptoms, and transgender-specific stressors and milestones. Adolescents included 1369 cisgender (n = 982 cisgender female; n = 387 cisgender male), 1938 transgender (n = 986 transgender male; n = 132 transgender female; n = 639 nonbinary assigned female at birth; n = 84 nonbinary assigned male at birth; n = 84 questioning gender identity assigned female at birth; n = 13 questioning gender identity assigned male at birth), and 11 intersex youth. The GMY Study is the first nationwide sample of U.S. adolescents recruited specifically for a study of mental health disparities between transgender and cisgender youth. We demonstrate the feasibility of using social media advertisements and a waiver of parental permission to recruit a large sample of adolescents, including subsamples of gender minority youth. We remedied limitations in the existing literature by including appropriate measures of gender assigned at birth, current gender identity, and detailed questions about transgender-specific stressors and transition milestones.

Recruitment methods, recruitment outcomes and information credibility and sufficiency

PurposeRecruiters’ decision to use recruitment methods (RMs) depends on several expected outcomes such as number applications, quality of applicants, speed of filling up vacancy, post joining job performance, absenteeism, commitment and satisfaction of the applicants. RMs may vary from each other in terms of its capability to communicate different type of information. The current research aims at exploring recruiter's intention to use RMs like job advertisement (JA), online recruitment (OLR) and social media in reference to several recruitment outcomes (ROs). Further, the role of information credibility and sufficiency (ICS) on recruiter's intention to use has been studied.Design/methodology/approachData were collected from 242 recruiters from the manufacturing and service sector of India. The survey instrument consists of RMs, recruitment outcome and credibility and satisfaction that are identified following the theory of planned behavior (TPB). Confirmatory factor analysis (CFA) was used for a simultaneous assessment of overall and specific elements of measurement validity and reliability. Structural equation modeling (SEM) is used to test the hypothesized model.FindingsThe result shows that RMs significantly relates with ROs. In detail, social media recruitment (SMR) significantly relates with pre ROs and post ROs; OLR significantly relates with pre ROs and post ROs and JA significantly relates post ROs. Only JA insignificantly relates with pre ROs. The result also supports the hypothesis that ICS acts as a mediator between the influences of RMs on ROs.Research limitations/implicationsThe result of the study has important theoretical and managerial implications. The theoretical implication is explained from the perspective of signaling theory (ST) and elaboration likelihood model (ELM) theory.Originality/valueThe study is unique as multiple RMs have been studied with reference to both pre and post ROs using the data collected from the recruiters.

Exploring Recruitment and Selection Practices of Ghanaian Organisations

Although Strategic Human Resource Management (SHRM) has emerged as the new approach to human capital management, operational level Human Resource Management (HRM) activities (traditional personnel functions) remain crucial when linking business strategy with HRM . This paper is inspired by the contribution of selection and recruitment practices in managing the global talent war, particularly in less developed economies. It is based on a multiple case-study research into employee recruitment and selection techniques within five case-study firms located in Tema, Kumasi and Accra. The paper draws on in-depth face-to-face interviews and documents to explore the various recruitment and selection practices utilised by Ghanaian firms. The findings suggest more commonalities in the utilisation of the following employee recruitment sources – for example, newspaper advertisement, campus recruitment, employee referrals, direct applications and unsolicited applications among all case-study organisations and a slight variation in the utilisation of selection techniques such as: psychometric testing or aptitude testing, the use of assessment centres and employee referrals due to differences in employees’ categories and industry types. Though internet-based recruitment is growing significantly among organisations, yet the evidence in this paper rather demonstrate limited growing visibility towards internet-based or social media recruitment among Ghanaian organisations. This paper set out a rationale for utilising multiple case-study design in Human Resource Management research in under-researched contexts. Keywords: recruitment sources, selection techniques, multiple case-study research, Ghana DOI: 10.7176/EJBM/12-12-02 Publication date: April 30 th 2020

SOCIAL MEDIA RECRUITMENT: IN JOB FINDINGS AMONG THE GENERATION Y (FRESH GRADUATES)

The social media phenomenon has opened new paths of engagement and revolutionized the exchange of information. With more people engaging with social media, it is worth investigating its relevance to the recruitment process. The purpose of this paper is to assess how employers can make the best use of social media as part of the recruitment process. It examines which platforms effective suited to hosting job search information, which can help achieve recruitment goals and how candidates are used social media recruitment as a job finding tool. As the research examines a number of key questions on the current new ways of recruiting and its effectiveness, advantages such as accessibility and its impact on management. It analyzes the relationship between social media and recruitment and its impacts. There has been a relative research recommendation on exploring the processes and procedures individuals and employee organizations utilize with respect to employing social media in the workplace in the future, and specifically within the recruitment process. The findings confirm a dual-use of social media by employers, connected with a belief that strengthened connections with potential applicants are possible, alongside the original intended use as an attraction tool. It has also resulted in this research a significant positive relationship among social media recruitment as first would be Facebook is efficient and effective. This research concludes by highlighting a need for further research and recommendations for HRM practice.

The Impact of Social Media Recruitment on Job Candidates’ Perceptions: Evidence from Bangladeshi Fresh Graduates

The study intends to identify the impact social media recruitment (SMR) on job candidates’ overall perception (OP) in Bangladesh. For this purpose, the authors have employed two independent variables of SMR: perceived advantage (PA) and perceived ease of use (PEU) and three dependent variables: perceived privacy (PP), perceived fairness (PF) and perceived ethics (PE). 877 graduates have been selected through judgment sampling as participants who have completed graduation recently and are looking for jobs. Simple linear and multiple linear regressions have been applied to analyze the data. Afterwards, it was revealedthat all the two independent variables are positively correlated to all the three dependent variables. But in case of PE, the relationship is weak. Further, PA and PEU are positively related to overall perception (OP). The results might be proven important for those academicians want to further investigate in this relatively untapped area as well as for the HR practitioners to understand the perceptions of job seekers regarding social media recruitment.

Social Media Use in the Public Sector: The Evolving Legal Landscape & Unique Challenges

Social media, originally started as a personal and social networking tool, is now an essential resource in the workplace. The use of Facebook, Twitter, Blogs, Flickr, LinkedIn, YouTube and other social media applications in the workplace are not only widespread but are increasingly viewed as an essential resource. Employers use social media for recruitment, public relations, fundraising, disseminating information, instantaneous communication with stakeholders, and for many other purposes. Employees, on the other hand, use it for networking, job related activities, communication with colleagues about workplace issues, and often times for non-work related matters. The practical benefits of use of social media in the workplace cannot be overemphasized.

Recruiting Research Participants via Traditional Snowball vs Facebook Advertisements and a Website.

This article describes the use of Facebook, a website targeting nurses, and snowball sampling for recruitment of registered nurse participants in a qualitative study exploring measurement-driven clinical behavior and metric-driven harm. Previous studies suggest that social media can be a successful and cost-effective sampling strategy, increasing the numbers of participants, their diversity, and their representativeness of the population of interest. This study, however, found traditional snowball sampling to be far more effective than advertisements via Facebook and a professional website. Lessons learned are detailed, including cost and technical issues encountered. Suggestions for nurse researchers considering using Facebook for participant recruitment are described. Methodological research that could enhance the empirical-base supporting effective social media recruitment of research participants is offered for consideration by nurse researchers.

Организация рекрутинга в социальных сетях

Организация рекрутинга в социальных сетях

Social Media Recruitment and Culture: An Empirical Study

Culture and cultural values can play an important role in recruitment decisions. Lack of knowledge on the influence of cultural values can be a serious obstacle to achieving a better understanding of recruitment. Influenced by the unified theory of acceptance and use of technology and internet technology research, the study proposes to understand the mediating role of culture between social media recruitment intention and recruitment outcomes. The study aims to examine the relationship between recruiter's intention to use SMR and recruitment outcomes (pre-hire and post-hire outcomes). The study also aims to understand the role of culture as a mediating variable between recruiter's intention to use SMR and recruitment outcome. The study result suggests that social media recruitment is significantly related to pre-hire outcomes and post-hire outcomes. Further, the study result proved the positive significant mediating effect of culture. The result of the study has important managerial implications.