Titlebook: Social Media in Employee Selection and Recruitment; Theory, Practice, an Richard N Landers,Gordon B Schmidt Book 2016 Springer Internationa

无政府主义者

transient-pain

Comparing the Social Media in the United States and BRIC Nations, and the Challenges Faced in Intern contributions, and privacy. Throughout the chapter, we examine the impact of SNSs features on the selection process. In order to stimulate future research on this topic, we state 13 research questions. We hope that this chapter will enhance understanding of how US companies can use BRIC SNSs during the international selection process.

Dawdle

整洁

Social Media as a Personnel Selection and Hiring Resource: Reservations and Recommendationsons regarding this practice. We also provide recommendations for HR practitioners in using social media for selection purposes, should they choose to do so and hopefully with an awareness of the caveats that we provide. Suggestions for future research on social media HR selection practices are also discussed.

自然环境

amenity

How to Stay Current in Social Media to Be Competitive in Recruitment and Selectionons can create audits of social media use. The chapter concludes by highlighting developing technologies and other developments that could have significant impact on how social media is best used by organizations.

Detonate

影响深远

athlete’s-foot

Social Media Use: Antecedents and Outcomes of Sharingth aspects, such as improving well-being versus increased stress over privacy concerns. Similarly, conflicting positive and negative organizational outcomes associated with job performance, job attitudes, social capital, and privacy issues are discussed.

convulsion

Impression Management and Social Media Profilestting, job applicants are also likely to engage in IM tactics oriented towards employers in their social media profiles. This chapter thus brings those two literatures together and proposes a framework of job applicants’ IM on social media.