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| Natura: | Recurso digital |
| Lingua: | inglese |
| Pubblicazione: |
Zenodo
2022
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| Accesso online: | https://doi.org/10.1108/SHR-06-2022-0030 |
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| _version_ | 1866901268909260800 |
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| author | Choudhury, Muntakim |
| author_facet | Choudhury, Muntakim |
| contents | <p><strong><span>Purpose</span></strong></p> <p><span>This paper examines the role of social media in screening job seekers. As social media sites have gained popularity in recent times, organizations are able to access large amounts of professional and personal information of job applicants. This information is used primarily to narrow the applicant pool, but concerns exist regarding the appropriateness of using such practices. The author identifies several best practices that can increase the effectiveness and reliability of using social media as a source of applicant data. </span></p> <p><strong><span>Design/methodology/approach</span></strong></p> <p><span>The author reviewed relevant literature and research on the use of social media websites to screen applicants, identifying the benefits of such practices, along with its costs. </span></p> <p><strong><span>Findings</span></strong></p> <p><span>This paper aims at further developing our understanding of strategically using social media for applicant screening purposes and the implications of such practices. The author points out both the positive and negative aspects of using social media as a screening tool, with the hope that practitioners will use the information from job seekers’ social media pages in an unbiased and non-discriminatory manner. </span></p> <p><strong><span>Originality/value</span></strong></p> <p><span>This paper provides guidelines regarding appropriate utilization of social media as a screening tool as part of an organization’s recruitment and selection process.</span></p> |
| format | Recurso digital |
| id | zenodo_https___doi_org_10_1108_SHR-06-2022-0030 |
| institution | Zenodo |
| language | eng |
| publishDate | 2022 |
| publisher | Zenodo |
| record_format | zenodo |
| spellingShingle | Strategic use of Social Media to Screen Job Applicants – a Review of the Benefits, Concerns and Best Practices Choudhury, Muntakim Social media Screening Tool Equal Employment Opportunity Bias Discrimination <p><strong><span>Purpose</span></strong></p> <p><span>This paper examines the role of social media in screening job seekers. As social media sites have gained popularity in recent times, organizations are able to access large amounts of professional and personal information of job applicants. This information is used primarily to narrow the applicant pool, but concerns exist regarding the appropriateness of using such practices. The author identifies several best practices that can increase the effectiveness and reliability of using social media as a source of applicant data. </span></p> <p><strong><span>Design/methodology/approach</span></strong></p> <p><span>The author reviewed relevant literature and research on the use of social media websites to screen applicants, identifying the benefits of such practices, along with its costs. </span></p> <p><strong><span>Findings</span></strong></p> <p><span>This paper aims at further developing our understanding of strategically using social media for applicant screening purposes and the implications of such practices. The author points out both the positive and negative aspects of using social media as a screening tool, with the hope that practitioners will use the information from job seekers’ social media pages in an unbiased and non-discriminatory manner. </span></p> <p><strong><span>Originality/value</span></strong></p> <p><span>This paper provides guidelines regarding appropriate utilization of social media as a screening tool as part of an organization’s recruitment and selection process.</span></p> |
| title | Strategic use of Social Media to Screen Job Applicants – a Review of the Benefits, Concerns and Best Practices |
| topic | Social media Screening Tool Equal Employment Opportunity Bias Discrimination |
| url | https://doi.org/10.1108/SHR-06-2022-0030 |