Social media and cybervetting in R&S processes: A study on candidate behavior and perception
DOI:
https://doi.org/10.5007/2175-8077.2024.e99208Keywords:
Recruitment and selection, Social media, Cybervetting, Mixed methodsAbstract
Goal: To analyze candidates' behavior regarding the use of social media platforms in Recruitment and Selection (R&S) processes, and how they perceive organizations' analysis of these platforms.
Methodology/approach: Mixed-method research involving 483 job candidates enrolled in a public university located in the South of Brazil.
Originality/relevance: Social media platforms have permeated nearly all organizational and social processes. In this regard, candidates and organizations are adopting new communication and information technologies for the R&S process, with one of the main ones being social media platforms.
Main findings: Candidates increasingly use social media as a means to find employment, with differences in platform adoption depending on their field of study. Additionally, there is a group of candidates who agree with the use of social media in R&S processes, while another group disagrees. Finally, candidates may create content on their personal social media profiles solely to meet recruiters' and desired job positions' expectations.
Theoretical contributions: The article contributes to R&S literature by highlighting the performativity in the R&S process on social networks.
Management implications: The article underscores that organizations should pay attention to social media platforms as important R&S channels, as well as analyze the differences between platforms and how they can impact candidate search strategy.
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Copyright (c) 2024 Juliana Toczek, Jurandir Peinado, Fernando Ressetti Pinheiro Marques Vianna, Francis Kanashiro Meneghetti
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