This timely resource offers fresh research on companies’use of social media platforms—from Twitter and Facebook to LinkedIn and othercareer sites—to find and hire personnel. Its balanced approach explains why andhow social media are commonly used in both employee recruitment and selection, exploringrelevant theoretical constructs and practical considerations about theirappropriateness and validity. Contributors clarify a confusing cyberscape withrecommendations and best practices, legal and ethical issues, pitfalls andproblems, and possibilities for standardization. And the book’s insights onemerging and anticipated developments will keep the reader abreast of the fieldas it evolves.            

 

Included in the coverage:

 

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

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

·        Social media, big data, and employmentdecisions.

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

·        Legal concerns when considering socialmedia data in selection.

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

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

 

Social Media in Employee Selection and Recruitment is a bedrock reference forindustrial/organizational psychology and human resources academics currently orplanning to conduct research in this area, as well as for academic libraries. Practitionersconsidering consulting social media as part of human resource planning orselection system design will find it a straight-talking guide to stayingcompetitive.                                      

This timely resource offers fresh research on companies’use of social media platforms—from Twitter and Facebook to LinkedIn and othercareer sites—to find and hire personnel. Its balanced approach explains why andhow social media are commonly used in both employee recruitment and selection, exploringrelevant theoretical constructs and practical considerations about theirappropriateness and validity. Contributors clarify a confusing cyberscape withrecommendations and best practices, legal and ethical issues, pitfalls andproblems, and possibilities for standardization. And the book’s insights onemerging and anticipated developments will keep the reader abreast of the fieldas it evolves.            

 

Included in the coverage:

 

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

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

·        Social media, big data, and employmentdecisions.

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

·        Legal concerns when considering socialmedia data in selection.

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

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

 

Social Media in Employee Selection and Recruitment is a bedrock reference forindustrial/organizational psychology and human resources academics currently orplanning to conduct research in this area, as well as for academic libraries. Practitionersconsidering consulting social media as part of human resource planning orselection system design will find it a straight-talking guide to stayingcompetitive.                                      

This timely resource offers fresh research on companies’use of social media platforms—from Twitter and Facebook to LinkedIn and othercareer sites—to find and hire personnel. Its balanced approach explains why andhow social media are commonly used in both employee recruitment and selection, exploringrelevant theoretical constructs and practical considerations about theirappropriateness and validity. Contributors clarify a confusing cyberscape withrecommendations and best practices, legal and ethical issues, pitfalls andproblems, and possibilities for standardization. And the book’s insights onemerging and anticipated developments will keep the reader abreast of the fieldas it evolves.            

 

Included in the coverage:

 

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

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

·        Social media, big data, and employmentdecisions.

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

·        Legal concerns when considering socialmedia data in selection.

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

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

 

Social Media in Employee Selection and Recruitment is a bedrock reference forindustrial/organizational psychology and human resources academics currently orplanning to conduct research in this area, as well as for academic libraries. Practitionersconsidering consulting social media as part of human resource planning orselection system design will find it a straight-talking guide to stayingcompetitive.