Self-presentation and hiring recommendations in online communities: Lessons from LinkedIn

Social recruiting: an application of social network analysis for preselection of candidates

Purpose

The paper aims to studiy social recruiting for finding suitable candidates on social networks. The main goal is to develop a methodological approach that would enable preselection of candidates using social network analysis. The research focus is on the automated collection of data using the web scraping method. Based on the information collected from the users' profiles, three clusters of skills and interests are created: technical, empirical and education-based. The identified clusters enable the recruiter to effectively search for suitable candidates.

Design/methodology/approach

This paper proposes a new methodological approach for the preselection of candidates based on social network analysis (SNA). The defined methodological approach includes the following phases: Social network selection according to the defined preselection goals; Automatic data collection from the selected social network using the web scraping method; Filtering, processing and statistical analysis of data. Data analysis to identify relevant information for the preselection of candidates using attributes clustering and SNA. Preselection of candidates is based on the information obtained.

Findings

It is possible to contribute to candidate preselection in the recruiting process by identifying key categories of skills and interests of candidates. Using a defined methodological approach allows recruiters to identify candidates who possess the skills and interests defined by the search. A defined method automates the verification of the existence, or absence, of a particular category of skills or interests on the profiles of the potential candidates. The primary intention is reflected in the screening and filtering of the skills and interests of potential candidates, which contributes to a more effective preselection process.

Research limitations/implications

A small sample of the participants is present in the preliminary evaluation. A manual revision of the collected skills and interests is conducted. The recruiters should have basic knowledge of the SNA methodology in order to understand its application in the described method. The reliability of the collected data is assessed, because users provide data themselves when filling out their social network profiles.

Practical implications

The presented method could be applied on different social networks, such as GitHub or AngelList for clustering profile skills. For a different social network, only the web scraping instructions would change. This method is composed of mutually independent steps. This means that each step can be implemented differently, without changing the whole process. The results of a pilot project evaluation indicate that the HR experts are interested in the proposed method and that they would be willing to include it in their practice.

Social implications

The social implication should be the determination of relevant skills and interests during the preselection phase of candidates in the process of social recruitment.

Originality/value

In contrast to previous studies that were discussed in the paper, this paper defines a method for automatic data collection using the web scraper tool. The described method allows the collection of more data in a shorter period. Additionally, it reduces the cost of creating an initial data set by removing the cost of hiring interviewers, questioners and people who collect data from social networks. A completely automated process of data collection from a particular social network stands out from this model from currently available solutions. Considering the method of data collection implemented in this paper, the proposed method provides opportunities to extend the scope of collected data to implicit data, which is not possible using the tools presented in other papers.

Older and Younger Job Seekers' Impression Management on LinkedIn

Abstract. The use of social networking sites such as LinkedIn in recruitment is ubiquitous. This practice may hold risks for older job seekers. Not having grown up using the internet and having learned how to use social media only in middle adulthood may render them less versed in online self-presentation than younger job seekers. Results of this research show some differences and many similarities between younger and older job seekers' impression management on their LinkedIn profiles. Nevertheless, independent of their impression management efforts, older job seekers received fewer job offers than younger job seekers. Only using a profile photo with a younger appearance reduced this bias. Implications for the role of job seeker age in online impression management and recruitment are discussed.

Recruiters prefer expert recommendations over digital hiring algorithm: a choice-based conjoint study in a pre-employment screening scenario

Purpose

This study aims to analyze aspects of decision-making in recruitment. Using a choice-based conjoint (CBC) experiment with typified screening scenarios, it was analyzed what aspects will be more important for recruiters: the recommendation provided by a hiring algorithm or the recommendation of a human co-worker; gender of the candidate and of the recruiter was taken into account.

Design/methodology/approach

A total of 135 recruitment professionals (67 female) completed a measure of sex roles and a set of 20 CBC trials on the hiring of a pharmacologist.

Findings

Participants were willing to accept a lower algorithm score if the level of the human recommendation was maximum, indicating a preference for the co-worker’s recommendation over that of the hiring algorithm. The biological sex of neither the candidate nor the participant influenced in the decision.

Research limitations/implications

Participants were presented with a fictitious scenario that did not involve real choices with real consequences. In a real-life setting, considerably more variables influence hiring decisions.

Practical implications

Results show that there are limits on the acceptance of technology based on artificial intelligence in the field of recruitment, which has relevance more broadly for the psychological correlates of the acceptance of the technology.

Originality/value

An additional value is the use of a methodological approach (CBC) with high ecological validity that may be useful in other psychological studies of decision-making in management.

Twenty-Five Years of Social Media: A Review of Social Media Applications and Definitions from 1994 to 2019

In this article, the authors present the results from a structured review of the literature, identifying and analyzing the most quoted and dominant definitions of social media (SM) and alternative terms that were used between 1994 and 2019 to identify their major applications. Similarities and differences in the definitions are highlighted to provide guidelines for researchers and managers who use results from previous research to further study SM or to find practical applications. In other words, when reading an article about SM, it is essential to understand how the researchers defined SM and how results from articles that use different definitions can be compared. This article is intended to act as a guideline for readers of those articles.

JOB SEEKERS’ ACCEPTANCE TOWARDS PRODUCING VIDEO RESUMES FOR COMPANY’S RECRUITMENT

The purpose of this study is to explore the job seekers’ acceptance towards producing video resumes for the company’s video-based recruitment. The study aims to analyse the moderating effect of self-video resumes by experienced and non-experienced applicants’ in terms of their perceived stress and coping strategies in creating the videos when applying for jobs. The quota sampling method was used to collect data from four faculties in a private university. The conceptual model was developed with constructs consisting of perceived stress, problem-focused coping, self-efficacy, self-presentation and acceptance of video resumes. The model was validated by two-level confirmatory factor analysis (CFA). Subsequently, the moderation effects between the two groups of applicants were computed to uncover different group behaviours. The perceived stress and problem-focused coping responses were found to be significantly related to self-presentations for video resumes. A direct positive relationship was also found between the applicants’ self-efficacy and their acceptance of video resumes. The results of the moderation analysis indicate a significant difference in perceived stress between groups but not in the problem-focused coping strategies.

“People are reading your work,” scholarly identity and social networking sites

Purpose

Scholarly identity refers to endeavors by scholars to promote their reputation, work and networks using online platforms such as ResearchGate, Academia.edu and Twitter. This exploratory research investigates benefits and drawbacks of scholarly identity efforts and avenues for potential library support.

Design/methodology/approach

Data from 30 semi-structured phone interviews with faculty, doctoral students and academic librarians were qualitatively analyzed using the constant comparisons method (Charmaz, 2014) and Goffman’s (1959, 1967) theoretical concept of impression management.

Findings

Results reveal that use of online platforms enables academics to connect with others and disseminate their research. scholarly identity platforms have benefits, opportunities and offer possibilities for developing academic library support. They are also fraught with drawbacks/concerns, especially related to confusion, for-profit models and reputational risk.

Research limitations/implications

This exploratory study involves analysis of a small number of interviews (30) with self-selected social scientists from one discipline (communication) and librarians. It lacks gender, race/ethnicity and geographical diversity and focuses exclusively on individuals who use social networking sites for their scholarly identity practices.

Social implications

Results highlight benefits and risks of scholarly identity work and the potential for adopting practices that consider ethical dilemmas inherent in maintaining an online social media presence. They suggest continuing to develop library support that provides strategic guidance and information on legal responsibilities regarding copyright.

Originality/value

This research aims to understand the benefits and drawbacks of Scholarly Identity platforms and explore what support academic libraries might offer. It is among the first to investigate these topics comparing perspectives of faculty, doctoral students and librarians.

Your social network profile reveals you

Purpose

This study aims to evaluate the fears of individuals on their profiles’ sharing in social network sites (SNSs), regarding its advantages and disadvantages. The researched issues are related with the employment seeking process. The concern of this study is the deviation observation between the fears acquired by the business and private social media members.

Design/methodology/approach

This study included an online survey with 236 respondents and calculated indicators of central tendency or location parameter, correlation coefficients and performed analysis of variance.

Findings

The result indicated and revealed the hidden danger and opportunities among social network members’ profile. This result addressed the need to consider the issue of user’s fears in reengineering the practical use of SNSs by organisations.

Research limitations/implications

Interesting for further research would be to transfer this research from the employment seeking process in other research fields to generalise the results more accurately.

Originality/value

The contribution to the research field is to compare different SNSs and to explain the reasons to use SNS profiles to support organisations by their decisions for a valuable strategy. This study provides an insight in use and behaviour of SNS members that support researchers to understand the behaviour of SNS members regarding their profile under consideration of the employment seeking process.