Titlebook: Social Media in Employee Selection and Recruitment; Theory, Practice, an Richard N Landers,Gordon B Schmidt Book 2016 Springer Internationa

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連詞

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

惡臭

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

揭穿真相

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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

大都市

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

極少

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

NATTY

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

CORE

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

ineptitude

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