Digital footprint in Web 3.0: Social Media Usage in Recruitment - Núm. 34, Enero 2019 - Revista AD-minister - Libros y Revistas - VLEX 798249181

Digital footprint in Web 3.0: Social Media Usage in Recruitment

AutorHasan Boudlaie - Abbas Nargesian - Behrooz Keshavarz Nik
CargoGraduate of the Department of Public Administration in Human Resources Management at Allameh Tabataba'i University - Assistant professor of University of Tehran in the Department of Public Administration - He has been graduated in Industrial Engineer, with a major in System Analysis and awarded his Master in Executive Master of Business ...
Páginas131-148
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AD-MINISTER
ABSTRACT
Social media plays important role in many aspects of organizational life, and have become increasingly
important in recruitment decisions. The purpose of this study is to understand the key issues in the
use of digital footprint in recruitment, by using theme analysis as the research method, 10 managers
of human resource department at Iranian banks who were responsible for recruiting of employees
were interviewed. Nine themes emerged from the analysis: (a) Digital footprint usage enhances the
complexity of employment processes, (b) The use of digital footprint in employment processes leads
to the optimization and acquiring visions with regard to job applicants, (c) The impact and significant
positive role of social media on maintaining employees, (d) Connecting networks available on social
media lead to detection of reciprocal opportunities and bridging among job applicants and employers,
(e) The role and desired implication of social media in post-employment processes, (f) The need for
updating the knowledge of HR managers with respect to the continuous changes in environmental
conditions , (g) The necessity of offering an opportunity to job applicants in high level posts within an
organization to explain the negative results of information collected from applicant’s digital footprint on
cyber space, (h) The need for measuring the accuracy of information collected from social media, (i) The
necessity of educating, culture-building and creating the essential infrastructures for social media use in
the society and among employees. The results of this study provide insight to effects of digital footprints
on recruitment decisions, reduction of disciplinary actions and firing of employees.
KEYWORDS
Digital Footprint, Social media, Recruitment, Human Resource Management.
RESUMEN
Los medios sociales desempeñan un papel importante en muchos aspectos de la vida organizacional y
se han vuelto cada vez más importantes en las decisiones de reclutamiento de personal. El propósito
de este estudio es comprender los asuntis clave en el uso de la huella en Internet en el proceso de
reclutamiento, mediante el análisis del tema como método de investigación, se entrevistaron 10 gerentes
del departamento de recursos humanos de bancos iraníes que fueron responsables del reclutamiento de
Digital footprint in Web 3.0:
Social Media Usage in Recruitment
Huella en Internet en la Web 3.0: Uso de redes sociales en el reclutamiento
HASAN BOUDLAIE
ABBAS NARGESIAN
BEHROOZ KESHAVARZ NIK
JEL: M, M, M
Received: 21/12/2018
Modified: 10/03/2019
Accepted: 27/04/2019
DOI: 10.17230/ad-minister.34.7
www.eafit.edu.co/ad-minister
1 Graduate of the Department of Public Administration in Human Resources Management at Allameh
Tabataba’i University. Currently, he is teaching as a faculty member on the Kish International College of
the University of Tehran. He has published several books in various areas of management. He also has
numerous articles in specialized journals and scientific conferences. ORCID: Https://orcid.org/0000-
0002-9416-2806. Email: Hasanboudlaie@ut.ac.ir
2 Assistant professor of University of Tehran in the Department of Public Administration. His main area
of interest is Organizational Behavior, and he has authors several books and has published numerous
articles in the scientific journals and conferences. ORCID: https://orcid.org/0000-0003-0598-5630.
Email: anargesian@ut.ac.ir
3 He has been graduated in Industrial Engineer, with a major in System Analysis and awarded his
Master in Executive Master of Business Administration. His main area of interest is Human Resource
Management. ORCID: https://orcid.org/0000-0001-6586-6014. Email: Behrooz.nik85@gmail.com
AD-minister Nº.34 january - june 2019 pp. 131 - 148 · ISSN 1692-0279 · eISSN 2256-4322
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AD-MINISTER
Hasan Boudlaie · Abbas Nargesian · Behrooz Keshavarz Nik
Digital footprint in Web 3.0: Social Media Usage in Recruitment
empleados. Nueve temas surgieron del análisis: (a) el uso de la huella en Internet aumenta la complejidad de
los procesos de empleo; (b) el uso de la huella en Internet en los procesos de empleo conduce a la optimización
y la adquisición de visiones con respecto a los solicitantes de empleo; (c) el impacto y el importante papel
positivo de las redes sociales en el mantenimiento de los empleados; (d) la conexión de las redes disponibles
en las redes sociales conduce a la detección de oportunidades recíprocas y a la construcción de puentes
entre los solicitantes de empleo y los empleadores; (e) la función y la implicación deseada de las redes
sociales en los procesos posteriores al empleo; (f) la necesidad de actualizar el conocimiento de los gerentes
de recursos humanos con respecto a los cambios continuos en las condiciones ambientales; (g) la necesidad
de ofrecer una oportunidad a los solicitantes de empleo en puestos de alto nivel dentro de una organización
para explicar los resultados negativos de la información recopilada a través de la huella en Internet del
solicitante en el ciberespacio; (h) la necesidad de medir la precisión de la información recopilada de las redes
sociales; (i) la necesidad de educar, construir cultura y crear las infraestructuras esenciales para el uso de las
redes sociales en la sociedad y entre los empleados. Los resultados de este estudio proporcionan información
sobre los efectos de las huellas en Internet en las decisiones de reclutamiento, la reducción de las medidas
disciplinarias y el despido de empleados.
PALABRAS CLAVE
Huella en internet, redes sociales, reclutamiento, gestión de recursos humanos.
INTRODUCTION
Social media, as products of Web 2.0 (White, 2016; Brengarth and Mujkic, 2016)
and Web 3,0 (Fuchs, 2017), are pervasively penetrated in our every-day lives. From
health (Vaterlaus et al., 2015; Paul, et al., 2016; Naslund et al., 2016; De Angelis, et
al., 2018; Khajeheian et al., 2018) and romance (Valkenburg and Petter, 2007; Reed
et al., 2016; Van Ouytsel et al., 2016; Sumter et al., 2017) to Internal organizational
communications (Khajeheian, 2018; Labafi et al., 2018), and marketing (Hajli,
2015; Hajli, et al., 2017; Alalwan et al., 2017; Ramanathan et al., 2017) and Customer
relationship (Rodriguez et al., 2015; Hudson et al., 2016; Baumöl et al., 2016; Kamboj
et al., 2018), are dierent types of social media use.
Currently, employers are increasingly using social media in human resource
management (HRM) such as the recruitment process (Jacobs, 2009; Jobvite, 2012;
McDonnell, 2012; Gibbs et al., 2015; Topolovec-Vranic and Natarajan, 2016; Rutter
et al., 2016), not just for announcing the vacancies, but to access information about
candidates, that is called digital footprint (Wang et al., 2016; Azucar et al., 2018). It
can be said that digital footprint can provide information to achieve applicant’s
organizational fit (Grasz, 2012), the applicant’s personality (Back et al., 2010),
skills, and abilities (Black et al., 2012). With the increasing popularity of digital
technology, evidence suggests that the growing use of online data aects practices
related to recruitment of employees (Brown & Vaughn, 2011). Employers can use
information obtained from employees and potential employees on the Internet to
examine and manage these employees and job candidates (Miller, 2013; O’Shea,
2012). Nevertheless, accessing to digital footprint becomes more dicult, partly
because users are becoming more aware of their digital footprint; 47% have searched

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