標(biāo)題: Titlebook: Social Media in Employee Selection and Recruitment; Theory, Practice, an Richard N Landers,Gordon B Schmidt Book 2016 Springer Internationa [打印本頁] 作者: Conjecture 時間: 2025-3-21 19:20
書目名稱Social Media in Employee Selection and Recruitment影響因子(影響力)
書目名稱Social Media in Employee Selection and Recruitment影響因子(影響力)學(xué)科排名
書目名稱Social Media in Employee Selection and Recruitment網(wǎng)絡(luò)公開度
書目名稱Social Media in Employee Selection and Recruitment網(wǎng)絡(luò)公開度學(xué)科排名
書目名稱Social Media in Employee Selection and Recruitment被引頻次
書目名稱Social Media in Employee Selection and Recruitment被引頻次學(xué)科排名
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書目名稱Social Media in Employee Selection and Recruitment讀者反饋
書目名稱Social Media in Employee Selection and Recruitment讀者反饋學(xué)科排名
作者: 文件夾 時間: 2025-3-21 22:59 作者: OTHER 時間: 2025-3-22 02:15 作者: 不如樂死去 時間: 2025-3-22 08:39
978-3-319-80700-3Springer International Publishing Switzerland 2016作者: ornithology 時間: 2025-3-22 10:13
Book 2016find and hire personnel. Its balanced approach explains why andhow social media are commonly used in both employee recruitment and selection, exploringrelevant theoretical constructs and practical considerations about theirappropriateness and validity. Contributors clarify a confusing cyberscape wit作者: 非實體 時間: 2025-3-22 16:16 作者: CRACK 時間: 2025-3-22 19:59 作者: 大約冬季 時間: 2025-3-22 23:52 作者: cravat 時間: 2025-3-23 03:03
An Uncertainty Reduction Approach to Applicant Information-Seeking in Social Media: Effects on Attris, cover letters, resumes), social media offer information of a unique nature to employers that can affect perceptions and attributions of applicants. This chapter approaches information seeking in employment through the lens of uncertainty reduction theory, exploring the affordances of extracting i作者: Antecedent 時間: 2025-3-23 08:15 作者: agnostic 時間: 2025-3-23 11:03 作者: 連詞 時間: 2025-3-23 15:51
Social Media, Big Data, and Employment Decisions: Mo’ Data, Mo’ Problems?a and analytics remains widely debated, it cannot be argued that the predictive power and obscure trends that big data and analytics can reveal have the potential to transform the field of human resources. Organizations, looking for new ways to collect and harness big data, are scouring the Internet作者: 惡臭 時間: 2025-3-23 22:04
Comparing the Social Media in the United States and BRIC Nations, and the Challenges Faced in Internased on the Information Systems research (e.g., Kane & Alavi (MIS Quarterly 38(1), 275–304, 2014), we propose a social media features framework in order to enhance our understanding and accumulate knowledge of SNSs. The framework includes dynamic and static profile content, authenticity, third-party作者: 揭穿真相 時間: 2025-3-24 01:00 作者: chuckle 時間: 2025-3-24 02:44
How to Stay Current in Social Media to Be Competitive in Recruitment and Selectione right social media sites. This issue is complicated by the fact that technology advances rapidly and the social media sites people use can change significantly over time. This chapter helps practitioners to deal with these issues by offering processes and criteria to be used to keep current on soc作者: 大都市 時間: 2025-3-24 08:34
Impression Management and Social Media Profilespleting personality tests or answering employment interview questions. Such behaviors can impact the selection process outcome and threaten its validity, particularly if applicants use deceptive IM. In parallel, research in cyberpsychology has examined how social media users engage in IM to create s作者: 極少 時間: 2025-3-24 13:56
Applicant Reactions to Social Media in Selection: Early Returns and Future Directionsical framework for evaluating the fairness of selection procedures and subsequent applicant reactions for social media use in selection was introduced by Stoughton et al. (J. Bus. Psychol. 30(1):73–78, 2015) are reviewed. The model proposed by Stoughton et al. (J. Bus. Psychol. 30(1):73–78, 2015) bu作者: NATTY 時間: 2025-3-24 14:54
Legal Concerns When Considering Social Media Data in Selection reviewing existing legal protections that could be violated when organizations use social media data, and we discuss recent case law involving social media and selection. We highlight various federal laws that have been used by the courts in social media selection cases, and we examine state laws t作者: CORE 時間: 2025-3-24 21:45
Online Exclusion: Biases That May Arise When Using Social Media in Talent Acquisitionugh this method may provide ease and allow decision-makers to gain additional information about candidates, it may also lead to negative biases, particularly against minority applicants. In this chapter we discuss why minorities may be at an increased risk for exclusion when social media is used in 作者: ineptitude 時間: 2025-3-25 01:54
Is John Smith , John Smith? Misrepresentations and Misattributions of Candidates Using Social Media be perceived by others on SNSs. The first section discusses research related to SNS users’ projections and misrepresentations of the self, sometimes unknowingly as in the case of self-deception, and other times knowingly, as with impression management. Next, research reviewing the psychological mec作者: 無政府主義者 時間: 2025-3-25 04:00 作者: transient-pain 時間: 2025-3-25 08:50
Comparing the Social Media in the United States and BRIC Nations, and the Challenges Faced in Intern contributions, and privacy. Throughout the chapter, we examine the impact of SNSs features on the selection process. In order to stimulate future research on this topic, we state 13 research questions. We hope that this chapter will enhance understanding of how US companies can use BRIC SNSs during the international selection process.作者: Dawdle 時間: 2025-3-25 15:10 作者: 整潔 時間: 2025-3-25 15:58
Social Media as a Personnel Selection and Hiring Resource: Reservations and Recommendationsons regarding this practice. We also provide recommendations for HR practitioners in using social media for selection purposes, should they choose to do so and hopefully with an awareness of the caveats that we provide. Suggestions for future research on social media HR selection practices are also discussed.作者: 自然環(huán)境 時間: 2025-3-25 21:17 作者: amenity 時間: 2025-3-26 01:03
How to Stay Current in Social Media to Be Competitive in Recruitment and Selectionons can create audits of social media use. The chapter concludes by highlighting developing technologies and other developments that could have significant impact on how social media is best used by organizations.作者: Detonate 時間: 2025-3-26 04:35 作者: 影響深遠 時間: 2025-3-26 11:06 作者: athlete’s-foot 時間: 2025-3-26 16:09
Social Media Use: Antecedents and Outcomes of Sharingth aspects, such as improving well-being versus increased stress over privacy concerns. Similarly, conflicting positive and negative organizational outcomes associated with job performance, job attitudes, social capital, and privacy issues are discussed.作者: convulsion 時間: 2025-3-26 19:12
Impression Management and Social Media Profilestting, job applicants are also likely to engage in IM tactics oriented towards employers in their social media profiles. This chapter thus brings those two literatures together and proposes a framework of job applicants’ IM on social media.作者: Hypomania 時間: 2025-3-26 21:15
Legal Concerns When Considering Social Media Data in Selectionof laws in other countries that could impact the use of social media data in selection both practically and legally. We conclude by suggesting practical guidelines for employers in their use of social media data in selection.作者: 恃強凌弱 時間: 2025-3-27 02:32
Online Exclusion: Biases That May Arise When Using Social Media in Talent Acquisitionocesses. We offer recommendations regarding avoiding potential biases for organizations using or considering the use of social media in talent acquisition. Additionally, we discuss avenues for future research related to the manifestation of bias when using social media tools to attract, recruit, and select employees.作者: 一罵死割除 時間: 2025-3-27 05:33
Is John Smith , John Smith? Misrepresentations and Misattributions of Candidates Using Social Media for making hiring decisions, and explore how those biases may impact the candidate, as well as the interpretations of job candidate SNS data. More recent social psychology research on implicit biases, attitudes, and stereotypes is discussed throughout.作者: JADED 時間: 2025-3-27 12:27
???The use of social media by BRIC nationsduring the selection process...·????????Legal concerns when considering socialmedia data in selection...·????????Online exclusion: Biases that may arisewhen using socia978-3-319-80700-3978-3-319-29989-1作者: 酷熱 時間: 2025-3-27 15:08 作者: 顧客 時間: 2025-3-27 17:48
Social Media, Big Data, and Employment Decisions: Mo’ Data, Mo’ Problems?pter will discuss the implications of using big data and analytics in making employment decisions, the potential they have to revolutionize the industry, and the possible unforeseen consequences of their use.作者: 破譯 時間: 2025-3-27 22:55 作者: mortuary 時間: 2025-3-28 05:11 作者: limber 時間: 2025-3-28 06:17
p between product design attributes and observed rates of defects in product assembly. Quantitative insights derived from this study identify the most effective design/manufacturing strategies to reduce defects as a function of the currently existing magnitude and source of defects.作者: inspired 時間: 2025-3-28 12:14 作者: dictator 時間: 2025-3-28 17:52
H. Kristl Davison Ph.D.,Mark N. Bing Ph.D.,Donald H. Kluemper Ph.D.,Philip L. Roth Ph.D.tial management is targeted at concomitantly improving patient physiological parameters and controlling infection. Aggressive fluid resuscitation, intravenous antibiotics, optimisation of glycaemic control and targeted surgery are the mainstay of emergency management for the patient presenting with 作者: 背叛者 時間: 2025-3-28 21:01
Julia L. Berger Ph.D.,Michael J. Zickar Ph.D. prone to injury and ischaemia which reduces the chances of wound healing. Unlike non-diabetic patients they are more susceptible to infection and it is often the infection that results in emergency or urgent presentation (Frisch et al., Diabetes Care 33:1783–1788, 2010). Patients may present with p作者: Annotate 時間: 2025-3-29 01:24
Caleb T. Carr Ph.D. translocations of the ., ., and . genes, is a highly specific test and can be used to . differentiated thyroid cancer. However, as neither Afirma GEC nor 7-MP has both high sensitivity and specificity, next-generation sequencing panels are being utilized to further improve diagnostic capabilities. 作者: Lumbar-Spine 時間: 2025-3-29 05:06 作者: 悲觀 時間: 2025-3-29 08:15 作者: 除草劑 時間: 2025-3-29 14:57 作者: infantile 時間: 2025-3-29 15:39
Sarah Guilfoyle M.A.,Shawn M. Bergman Ph.D.,Christopher Hartwell Ph.D.,Jonathan Powers M.A.he purpose of the explainable workflows is to provide recommendations that are intuitive to the end user while the purpose of approximate workflows is to significantly reduce execution time compared to the full workflow. We evaluated the four workflows in terms of execution time and speedup compared作者: 睨視 時間: 2025-3-29 23:20 作者: 使成核 時間: 2025-3-30 00:23
Yalcin Acikgoz M.A.,Shawn M. Bergman Ph.D.new social media-based BPM platform to deal with different varieties of BP and uncertainties by integrating stakeholders in the BP lifecycle. While the platform eases communication, information exchange, and decision-making among stakeholders; it also eliminates the exchange between design-time and 作者: grotto 時間: 2025-3-30 07:18
Stephanie L. Black M.B.A.,Montressa L. Washington Ph.D.,Gordon B. Schmidt Ph.D.new social media-based BPM platform to deal with different varieties of BP and uncertainties by integrating stakeholders in the BP lifecycle. While the platform eases communication, information exchange, and decision-making among stakeholders; it also eliminates the exchange between design-time and 作者: legitimate 時間: 2025-3-30 11:53
ase dynamics and hence which elements to target as part of a disease management programme. Nevertheless, environmental management has been used extensively to control diseases in wildlife in many parts of the world, with some apparent success (Wobeser 2002). Anecdotal information arising from diseas作者: scotoma 時間: 2025-3-30 13:53
Nicolas Roulin Ph.D.,Julia Levashina Ph.D.ed by immunological differences in susceptibility. However, ecological and behavioural factors can also affect the rates and routes of parasite transmission and potential control options. Using this information, future control efforts may be improved by focusing on subsets of individuals, areas, env作者: 優(yōu)雅 時間: 2025-3-30 20:26 作者: caldron 時間: 2025-3-30 21:17 作者: 吃掉 時間: 2025-3-31 04:46
Enrica N. Ruggs Ph.D.,Sarah Singletary Walker Ph.D.,Anita Blanchard Ph.D.,Shahar Gur Kompetenz aneignen wollen. Es ist ideal für Menschen, die es praktisch, lebensnah und anschaulich m?gen. ... Die Lektüre des Buches beginnt und endet mit einem Test, in dem der interessierte Leser seinen ′Personal Diversity Maturity Index (PDMI)` messen kann." ..Manager Magazin978-3-322-84446-0978-3-322-84445-3作者: 不能和解 時間: 2025-3-31 08:13 作者: 性學(xué)院 時間: 2025-3-31 10:50 作者: exceptional 時間: 2025-3-31 16:35 作者: Inelasticity 時間: 2025-3-31 21:14
oduct design and manufacture. In this paper we will critically examine some of the unexpected benefits and pitfalls which have been experienced by some major U.S. companies in the application of these methods to current products. While unexpected benefits have been achieved, it is also shown that ri作者: 做事過頭 時間: 2025-4-1 01:13 作者: VERT 時間: 2025-4-1 01:57 作者: MILL 時間: 2025-4-1 07:42
