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2017, American Journal of Bioethics
The American journal of bioethics : AJOB
Using Social Media as a Research Recruitment Tool: Ethical Issues and Recommendations2017 •
The use of social media as a recruitment tool for research with humans is increasing, and likely to continue to grow. Despite this, to date there has been no specific regulatory guidance and there has been little in the bioethics literature to guide investigators and institutional review boards (IRBs) faced with navigating the ethical issues such use raises. We begin to fill this gap by first defending a nonexceptionalist methodology for assessing social media recruitment; second, examining respect for privacy and investigator transparency as key norms governing social media recruitment; and, finally, analyzing three relatively novel aspects of social media recruitment: (i) the ethical significance of compliance with website "terms of use"; (ii) the ethics of recruiting from the online networks of research participants; and (iii) the ethical implications of online communication from and between participants. Two checklists aimed at guiding investigators and IRBs through th...
Przedsiębiorczość i Zarządzanie - Financial aspects of management
The use of Social Networking Sites in modern recruitment – empirical study, [in:] Przedsiębiorczość i Zarządzanie, Volume XV, Issue 2, ISSN 1733-2486, ss. 63-73, Wydawnictwo Społeczna Akademia Nauk, 20142014 •
Current changes in technology and the role of the Internet open up new opportunities for companies both to communicate and to work. The fact that Social Media entered the business landscape, and in particular the recruitment landscape leads to a demand for knowledge about recruitment trends regarding social media. Contemporary social media and recruitment texts have been reviewed in order to identify what impact social media is having on the recruitment industry. It focuses on how companies and recruitment professionals are taking advantage of the social media landscape to recruit talented people. Relevant existing research has been reviewed and primary research conducted (both qualitative and quantitative). The authors have conducted 8 IDIs with recruiter from various industries. The latter consisted of 147 CAWIs with employees from various Polish organizations from several different industries. The article presents interesting results that can be especially useful for recruitment managers, specialists and company owners. It is recommended that in order to gain a fuller picture of the issues underlying the findings, quantitative research on a bigger scale should be undertaken.
2022 •
Technological advancements have changed various human resource management practices. The use of social media platforms in the recruitment process have tremendously increased in the last couple of years. The review paper aims at discussing the role of social media on the recruitment process based on existing literature. Most of the existing literature on the role of social media in the recruitment process indicates that social media is used as a secondary source of recruitment in combination with traditional recruitment. This complementary use of social media is beneficial to human resource departments due to the inexpensive availability of information on these sites. This review paper provides substantial literature evidence and will provide human resource professionals with some practical guidelines on social media recruitment.
Studies in Indian Place Names
Social Media as Tool of Recruitment: A Literature Review2020 •
With the advent of Information communication technology, the role of social media pays new way for the organizations, companies to communicate and work globally. Social networking sites influenced every field from education to business and even hiring of employees by different recruitment agencies. Internet provides transparency in every field. The knowledge and awareness of using social networking sites is an important factor. Although there are billions of social media users across globe but very few uses it for a specific purpose like seeking jobs. Hence, in the current study the role of social media in recruitment process was explored. Variouselectronic data bases like Google Scholar, Eric, J gate were used of data. The finding of the study highlighted that how social networking sites.
Western Journal of Nursing Research
Facebook Recruitment and the Protection of Human Subjects2019 •
Social and behavioral scientists increasingly use Facebook to recruit research participants. Given the everchanging social media landscape, it is important to consider the ethical principles of using such a strategy. The aims of this methodological article are to (a) examine Facebook recruitment in light of the ethical principles of the Belmont Report (respect for persons, beneficence, and justice), (b) describe ethical challenges that may be faced in Facebook recruitment, and (c) provide recommendations for researchers interested in adopting this recruitment method. Ethical challenges inherent in Facebook recruitment include selecting subjects fairly, privacy, and data security. Overall, Facebook is a beneficial resource for recruiting participants into research; however, researchers need to be aware of their responsibility in protecting human subjects.
The purpose of this paper is to discuss the effectiveness of social media on recruitment process. In this new era, where people spend most of the time on social networking sites, social media serves as a platform for companies to choose the best talent. LinkedIn, Facebook, Naukri, Monster, Youth 4 works are some of the social networking sites where the employers advertise information regarding vacancies in the organization and the young talents avail access to it. The growth in the use of social media sites has helped in making recruitment much easier. Social media is a fastest, efficient and effective tool which helps in making information available to the younger generation. There are a wide range of benefits associated with using social media in recruitment, centring largely on cost savings, increasing the pool of applicants reached, and being able to target recruitment at specific groups of potential candidates. Social media sites can be used to identify potential applicants with certain characteristics or qualifications and to reach non-traditional applicants–i.e. those who are not in the usual target groups, or who have different backgrounds and experience efficiently and easily. The innovative social media campaign helps to engage and challenge young talents and find the right talent fit for the organisation. Although social media is beneficial for employers as well as young talents, it may lack transparency of information. The young talents wish to see only what they like, so it happens that they might ignore those advertisements which may not seem to be catchy in their perspective.
Journal of Communication Management
Social Media Recruitment 3.0Purpose Drawing on a unique case of a Web 3.0 recruitment campaign, the purpose of this paper is to explore how a Web 3.0 social media recruitment communication strategy influence, add value to and challenge conventional recruitment communication management. Design/methodology/approach The study draws on a reflexive dialogical research approach, which means that it is methodologically designed as a critical dialogue between on the one hand an empirical case and on the other hand theories on social media and strategic communication. Findings The study points toward a fundamental new approach to recruitment communication. The application of a Web 3.0 strategy entails what we term an open source recruitment strategy and a redirection of employee focus from work life to private life. These insights point toward ontologically challenging the basic assumptions of employees, work life and the employing organization. Research limitations/implications The paper presents a single-case study, ...
Przedsiebiorczosc i Zarzadzanie
The use of Social Networking Sites in modern recruitment – empirical study2014 •
2016 •
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Satire at Play