Social Media in Employee Selection and Recruitment

Theory, Practice, and Current Challenges
Softcover Nachdruck of the original 1. Auflage 2016
ISBN: 978-3-319-80700-3
Verlag: Springer International Publishing

Buch, Englisch, 376 Seiten, Previously published in hardcover, Format (B × H): 155 mm x 235 mm, Gewicht: 6088 g

This timely resource offers fresh research on companies’ use of social media platforms—from Twitter and Facebook to LinkedIn and other career sites—to find and hire personnel. Its balanced approach explains why and how social media are commonly used in both employee recruitment and selection, exploring relevant theoretical constructs and practical considerations about their appropriateness and validity. Contributors clarify a confusing cyberscape with recommendations and best practices, legal and ethical issues, pitfalls and problems, and possibilities for standardization. And the book’s insights on emerging and anticipated developments will keep the reader abreast of the field as it evolves.            

Included in the coverage:

·         Social media as a personnel selection and hiring resource: Reservations and recommendations.

·         Game-thinking within social media to recruit and select job candidates.

·         Social media, big data, and employment decisions.

·         The use of social media by BRIC nations during the selection process.

·         Legal concerns when considering social media data in selection.

·         Online exclusion: Biases that may arise when using social media in talent acquisition.

·         Is John Smith really John Smith? Misrepresentations and misattributions of candidates using social media and social networking sites.

Social Media in Employee Selection and Recruitment is a bedrock reference for industrial/organizational psychology and human resources academics currently or planning to conduct research in this area, as well as for academic libraries. Practitioners considering consulting social media as part of human resource planning or selection system design will find it a straight-talking guide to staying competitive.                                      

Zielgruppe

Professional/practitioner

Autoren/Hrsg.

Schmidt, Gordon B.

Landers, Richard N.

Fachgebiete

• Sozialwissenschaften Psychologie Psychologische Disziplinen Medienpsychologie, Kommunikationspsychologie
• Wirtschaftswissenschaften Betriebswirtschaft Bereichsspezifisches Management Personalwesen, Human Resource Management
• Sozialwissenschaften Medien- und Kommunikationswissenschaften Kommunikationswissenschaften Digitale Medien, Internet, Telekommunikation
• Sozialwissenschaften Medien- und Kommunikationswissenschaften Medienwissenschaften Medien & Gesellschaft, Medienwirkungsforschung
• Sozialwissenschaften Psychologie Psychologische Disziplinen Wirtschafts-, Arbeits- und Organisationspsychologie

Inhaltsverzeichnis

Part 1. Introduction.- Using Social Media in
Employee Selection and Recruitment: An Overview.- Part II: Current Applications.- Social Media as a
Personnel Selection and Hiring Resources: Reservations and Recommendations.- Theoretical Propositions
about Cybervetting: A Common Antecedents Model.- An Uncertainty Reduction
Approach to Applicant Information-Seeking in Social Media: Effects on
Attributions and Hiring.-Social
Media Use: Antecedents and Outcomes of Sharing.- Game-Thinking within
Social Media to Recruit and Select Job Candidates.- Part III: Practical Guidelines.- Social Media, Big Data,
and Employment Decisions: Mo’ Data, Mo’ Problems?.-Comparing the Social
Media in the United State and BRIC Nations, and the Challenges faced in
International Selection.- Social
Media and Employee Recruitment: Chasing theRun Away Bandwagon.- How to Stay Current in Social
Media to Be Competitive In Recruitment and Selection.- Part IV: Challenges and Limitations.- Impression Management and
Social Media Profiles.- Applicant Reactions to
Social Media in Selection: Early Returns and Future Directions.- Legal
Concerns When Considering Social Media Data in Selection.- Online exclusion: Biases
that may arise when using social media in talent acquisition.- Is John Smith Really John
Smith? Misrepresentations and Misattributions of Candidates Using Social Media
and Social Networking Sites.- Part V: Future Directions:Social
Media in Employee Selection and Recruitment: Current Knowledge, Unanswered
Questions, and Future Directions.

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Über Autor(innen)

Richard N. Landers, Ph.D., is an Assistant Professor of Industrial/Organizational Psychology at Old Dominion University. His research program focuses upon improving the use of Internet technologies in talent management, especially the measurement of knowledge, skills and abilities, the selection of employees using innovative technologies, and learning conducted via the Internet. Recent topics have included social media, gamification, unproctored Internet-based testing, mobile devices including smartphones and tablets, immersive 3D virtual environments and virtual reality, game-based learning, and game-based assessment. His research and writing has been featured in Forbes, Business Insider, Science News Daily, Popular Science, Maclean’s, and Chronicle of Higher Education, among others. He currently serves as Associate Editor of the International Journal of Gaming and Computer-Mediated Simulations as well as the editorial board of Technology, Knowledge and Learning. He was Old Dominion University’s 2014 and 2015 nominee for the State Council for Higher Education in Virginia Rising Star Outstanding Faculty Award. He is also author of statistics textbook, A Step-by-Step Introduction to Statistics for Business. Finally, he maintains a science-popularization blog spreading news about technology, business, and psychology.

Gordon B. Schmidt, Ph.D., is an Assistant Professor of Organizational Leadership & Supervision at Indiana University Purdue University Fort Wayne. He received his PhD in Organizational Psychology from Michigan State University in 2012. His primary research interests relate to how social media can significantly impact the worker-organization relationship. Recent work has looked at legal aspects of employment terminations due to worker social media behavior. He has also examined how social media can play a part in virtual leadership and virtual team behavior. He has an upcoming book chapter on how social media can be a medium for organizationalpolitics. He is well connected with the field of I/O Psychology through social media, being a top 10 contributor on the I/O Psychologist social media site My.SIOP, a moderator of the I/O Psychology sub-reddit, and running a Twitter account devoted to disseminating knowledge on psychology, management, higher education, and technology.