Hiring the Best Job Applicants?

Human resources (HR) management professionals have been using different methods of social media (SM) in their recruitment strategies with varying degrees of success. Through examining SM and its effect, this can support the development of a more effective HR recruitment strategy. This research investigates effects and issues associated with SM and recruitment and whether SM is effective as an innovative e-entrepreneurship method of hiring the best job applicants for enterprises. Professionals, recruiters, and employees were questioned on their views of SM from a personal and professional perspective through a variety of methods including focus groups and questionnaires. It is argued that the advantages of using SM for online recruitment include increased efficiency and convenience for both potential employees and enterprises, whereas where the systems are not designed correctly, it can create increased difficulties for the enterprises in communicating with potential employees. A framework is provided that can be used by enterprises in order to create their own SM recruitment cycle.

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Attracting the Right Employees?

Entrepreneurship, Collaboration, and Innovation in the Modern Business Era - Advances in Logistics, Operations, and Management Science ◽

10.4018/978-1-5225-5014-3.ch010 ◽

2018 ◽

pp. 194-220

Author(s):

Anthony Lewis ◽

Brychan Celfyn Thomas ◽

Gwenllian Marged Sanders

Keyword(s):

Social Media ◽

Human Resources ◽

Human Resources Management ◽

Secondary Data ◽

Recruitment Strategy ◽

Recruitment Strategies ◽

Professional Perspective ◽

Stakeholder Perspective ◽

Multi Stakeholder ◽

The Right

This chapter investigates effects and issues associated with social media and recruitment and whether it is effective as an innovative e-entrepreneurship method of attracting the right employees for enterprises from a multi stakeholder perspective. Human resources management professionals have been using different methods of social media in their recruitment strategies with varying degrees of success. By examining social media and its effect, this can support the development of a more effective human resources recruitment strategy. Additionally, increased communication channels might enable the development of a more positive internal enterprise culture. The study was conducted using both primary and secondary data. Professionals, recruiters, and employees have been questioned on their views of Social Media from a personal and a professional perspective through a variety of methods including focus groups and questionnaires. This chapter provides a framework that can be used by enterprises in order to create their own social media recruitment cycle.

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Attracting the Right Employees?

Research Anthology on Strategies for Using Social Media as a Service and Tool in Business ◽

10.4018/978-1-7998-9020-1.ch045 ◽

2021 ◽

pp. 892-918

Author(s):

Anthony Lewis ◽

Brychan Celfyn Thomas ◽

Gwenllian Marged Sanders

Keyword(s):

Social Media ◽

Human Resources ◽

Human Resources Management ◽

Secondary Data ◽

Recruitment Strategy ◽

Recruitment Strategies ◽

Professional Perspective ◽

Stakeholder Perspective ◽

Multi Stakeholder ◽

The Right

This chapter investigates effects and issues associated with social media and recruitment and whether it is effective as an innovative e-entrepreneurship method of attracting the right employees for enterprises from a multi stakeholder perspective. Human resources management professionals have been using different methods of social media in their recruitment strategies with varying degrees of success. By examining social media and its effect, this can support the development of a more effective human resources recruitment strategy. Additionally, increased communication channels might enable the development of a more positive internal enterprise culture. The study was conducted using both primary and secondary data. Professionals, recruiters, and employees have been questioned on their views of Social Media from a personal and a professional perspective through a variety of methods including focus groups and questionnaires. This chapter provides a framework that can be used by enterprises in order to create their own social media recruitment cycle.

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Pushing the Right Buttons?

Digital Arts and Entertainment ◽

10.4018/978-1-4666-6114-1.ch060 ◽

2014 ◽

pp. 1238-1259

Author(s):

Anthony Lewis ◽

Brychan Thomas ◽

Gwenllian Marged Sanders

Keyword(s):

Social Media ◽

Human Resources ◽

Human Resources Management ◽

Secondary Data ◽

Recruitment Strategy ◽

Recruitment Strategies ◽

Professional Perspective ◽

Stakeholder Perspective ◽

Multi Stakeholder ◽

The Right

This paper explores effects and issues associated with Social Media and Recruitment and whether it is effective as an innovative e-entrepreneurship method of attracting appropriate employees for enterprises from a multi stakeholder perspective. Human Resources Management professionals have been using different methods of Social Media in their recruitment strategies with varying degrees of success. By examining social media and its effect this can support the development of a more effective Human Resources Recruitment strategy. Additionally increased communication channels might enable the development of a more positive internal enterprise culture. The research was conducted using both primary and secondary data. Professionals, recruiters and employees have been questioned on their views of Social Media from a personal and a professional perspective through a variety of methods including focus groups and questionnaires. This paper provides a framework that can be used by enterprises in order to create their own Social Media recruitment cycle.

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Pushing the Right Buttons?

International Journal of E-Entrepreneurship and Innovation ◽

10.4018/ijeei.2013070102 ◽

2013 ◽

Vol 4 (3) ◽

pp. 16-37 ◽

Cited By ~ 3

Author(s):

Anthony Lewis ◽

Brychan Thomas ◽

Gwenllian Marged Sanders

Keyword(s):

Social Media ◽

Human Resources ◽

Human Resources Management ◽

Secondary Data ◽

Recruitment Strategy ◽

Resources Management ◽

Professional Perspective ◽

Stakeholder Perspective ◽

Multi Stakeholder ◽

The Right

This paper explores effects and issues associated with Social Media and Recruitment and whether it is effective as an innovative e-entrepreneurship method of attracting appropriate employees for enterprises from a multi stakeholder perspective. Human Resources Management professionals have been using different methods of Social Media in their recruitment strategies with varying degrees of success. By examining social media and its effect this can support the development of a more effective Human Resources Recruitment strategy. Additionally increased communication channels might enable the development of a more positive internal enterprise culture. The research was conducted using both primary and secondary data. Professionals, recruiters and employees have been questioned on their views of Social Media from a personal and a professional perspective through a variety of methods including focus groups and questionnaires. This paper provides a framework that can be used by enterprises in order to create their own Social Media recruitment cycle.

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Recruiting ‘hard to reach’ parents for health promotion research: experiences from a qualitative study

BMC Research Notes ◽

10.1186/s13104-021-05653-1 ◽

2021 ◽

Vol 14 (1) ◽

Author(s):

Louise Tully ◽

Eleni Spyreli ◽

Virginia Allen-Walker ◽

Karen Matvienko-Sikar ◽

Sheena McHugh ◽

...

Keyword(s):

Social Media ◽

Focus Groups ◽

Rural Populations ◽

Recruitment Strategies ◽

Recruitment Process ◽

Eligibility Criteria ◽

Research Experiences ◽

Ethical Approval ◽

Building Rapport ◽

Recruitment Barriers

Abstract Objective Marginalised populations are less likely to take part in health research, and are sometimes considered ‘easy to ignore’. We aimed to describe our approach and results of recruiting parents who experience disadvantage, for focus groups exploring infant feeding on the island of Ireland. Upon receiving ethical approval, we implemented recruitment strategies that included building rapport with community organisations through existing networks, targeting specific organisations with information about our aims, and utilising social media groups for parents. Results We approached 74 organisations of which 17 helped with recruitment. We recruited 86 parents/carers (one male) for 19 focus groups (15 urban/4 rural). Seventy two percent met at the eligibility criteria. Most participants were recruited through organisations (91%), and the remainder on social media (9%). Recruitment barriers included multiple steps, research fatigue, or uncertainty around expectations. Factors such as building rapport, simplifying the recruitment process and being flexible with procedures were facilitators. Despite comprehensive, multi-pronged approaches, the most marginalised parents may not have been reached. Further alternative recruitment strategies are required for recruiting fathers, rural populations, or those without the capacity or opportunity to engage with local services.

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Recruitment Via Social Media: An Exploratory Study

Journal of Engineering & Technological Advances ◽

10.35934/segi.v1i1.89 ◽

2016 ◽

Vol 1 (1) ◽

pp. 89-93

Author(s):

Aida Maryani Bt Abd Rashid ◽

Keyword(s):

Social Media ◽

Social Networking ◽

Social Networking Sites ◽

Exploratory Study ◽

Job Applicants ◽

Social Media Platforms ◽

Online Recruitment ◽

Use Of Social Media ◽

The Right ◽

Recruitment Tool

Recent studies have shown that social media platforms such as Facebook and LinkedIn, have become emergent agents for employer and recruitment Agents to search for potential employees to work for their companies. Employers and recruitment agents are using social networking sites for recruitment as these sites offers a vast database of people information. Social media has made an easy pathway for employers and recruitment agents to narrow down their search to the targeted group of people and hire the best employees, thus elevating online recruitment to greater height. However, there are risks associated with the use of social media as a recruitment tool and users must understand that once they become part of a social media community, their online profiles can be accessed by almost everyone. By knowing the risks and complications of social media, it will be a step in the right direction towards managing the apparent risks. The objective of this paper is to study how social media is used in attracting quality job applicants and examine the risk associated with social media recruitment.

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Recruitment of Participants for a 3D Virtual Supermarket: Cross-sectional Observational Study

JMIR Formative Research ◽

10.2196/19234 ◽

2021 ◽

Vol 5 (2) ◽

pp. e19234

Author(s):

Jody C Hoenink ◽

Joreintje D Mackenbach ◽

Laura Nynke van der Laan ◽

Jeroen Lakerveld ◽

Wilma Waterlander ◽

...

Keyword(s):

Social Media ◽

Word Of Mouth ◽

Controlled Trial ◽

Cross Sectional Study ◽

Recruitment Strategy ◽

Recruitment Strategies ◽

Cross Sectional ◽

Media Campaigns ◽

Time Investment ◽

Study Team

Background Virtual supermarkets offer a practical and affordable setting to test the efficacy of different pricing and nudging strategies before they are implemented in the real world. Despite the advantages of using virtual supermarkets for this purpose, conducting studies in online settings is challenging with regard to recruitment and retention of sufficient and suitable participants. Objective To describe cost, time, and retention with regard to participants recruited using various strategies and potential sociodemographic differences between participants recruited via different strategies. Methods This cross-sectional study used data from a randomized controlled trial in which 455 Dutch adults with low and high educational levels were invited to shop 5 times in a 3D virtual supermarket. Participants were recruited via social media and flyers. A log that tracked the costs of and time spent on the different recruitment strategies was kept by the study team. Outcome measures included the cost of recruitment strategies, the time investment by researchers, and recruitment and attrition rates of participants in the study. Results The median age of study completers was 31.0 (IQR 25.0) and 157 out of 346 study completers (45.4%) were highly educated. Out of the 455 included participants, 235 (51.6%) were recruited via social media campaigns, 131 (28.8%) via home-delivered flyers, 38 (8.4%) via flyers directly distributed by the study team, and 46 (10.1%) via word-of-mouth. Of all paid recruitment strategies, social media campaigns were the cheapest and least time-consuming, whereas the distribution of flyers by the study team was the most expensive and time-consuming recruitment strategy. Age, sex, overweight status, employment situation, and number of adults within the household varied by recruitment strategy. Conclusions Using different recruitment strategies resulted in the efficient recruitment of a representative study sample and retention of participants was relatively high. While “word-of-mouth” was the most cost- and time-effective recruitment strategy, using only one type of recruitment strategy could result in a demographically skewed study population.

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Quantitative evaluation on the challenges and opportunities in the recruitment of young Black men who have sex with men for sexual health research in the southern US

Sexual Health ◽

10.1071/sh19063 ◽

2020 ◽

Vol 17 (1) ◽

pp. 87

Author(s):

C. Kelsie Dodson ◽

D'Netria Jackson ◽

Christina A. Muzny ◽

Ellen F. Eaton

Keyword(s):

Social Media ◽

Sexual Health ◽

Focus Groups ◽

Black Men ◽

Health Research ◽

Phase 1 ◽

Recruitment Strategy ◽

Phase 2 ◽

Electronic Survey ◽

Sex With Men

Background Young Black men who have sex with men (YBMSM) in the Deep South are at increased risk of sexually transmissible infections (STIs) and HIV. The present two-phase study evaluated the recruitment of YBMSM, both HIV infected and uninfected, for a sexual health study in Birmingham (AL, USA) from 2017 to 2019 and explored alternative patient-centred recruitment methods. Methods: In Phase 1, YBMSM were recruited to participate in focus groups related to STI testing. To recruit participants, flyers were displayed in businesses, clinics and lesbian, gay, bisexual and transgender (LGBT)-friendly organisations. In addition, research staff at an HIV clinic referred participants and a recruiter attended community events. In Phase 2, YB men were asked, in an electronic survey, ‘What is the best way to recruit young, Black men for surveys about sexual health?’ and ‘If you selected ‘social media’, which social media sites or ‘apps’ do you think are best to recruit young, Black men?’. Results: In Phase 1, 38 YBMSM participated in focus groups. Twelve (32%) were recruited by referral, 9 (24%) were recruited from an HIV clinic and 11 (29%) were recruited from an LGBT organisation. The recruiter was unable to recruit any participants. In Phase 2, 55 YBMSM completed the electronic survey. Twenty-six (48%) selected social media as the best way to recruit young Black men for surveys about sexual health, and their suggested platforms included Instagram, Facebook, Twitter, Snapchat, Kik and dating apps. Seventeen (31%) selected ‘Having young gay black men recruit from their friends and acquaintances’ as the ideal recruitment strategy. Conclusion: Challenges persist when recruiting YBMSM for sexual health research. Social media may provide better access to this vulnerable population.

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Effectiveness of social media (Facebook), targeted mailing, and in-person solicitation for the recruitment of young adult in a diabetes self-management clinical trial

Clinical Trials ◽

10.1177/1740774520933362 ◽

2020 ◽

Vol 17 (6) ◽

pp. 664-674

Author(s):

Sarah-Jeanne Salvy ◽

Kristine Carandang ◽

Cheryl LP Vigen ◽

Alyssa Concha-Chavez ◽

Paola A Sequeira ◽

...

Keyword(s):

Clinical Trial ◽

Social Media ◽

Young Adults ◽

Cost Effective ◽

Target Population ◽

Recruitment Strategy ◽

Self Management ◽

Recruitment Strategies ◽

Intervention Adherence ◽

And Gender

Background/Aims Research is needed to identify promising recruitment strategies to reach and engage diverse young adults in diabetes clinical research. The aim of this study was to examine the relative strengths and weaknesses of three recruitment strategies used in a diabetes self-management clinical trial: social media advertising (Facebook), targeted mailing, and in-person solicitation of clinic patients. Methods Strategies were compared in terms of (1) cost-effectiveness (i.e. cost of recruitment/number of enrolled participants), (2) ability to yield participants who would not otherwise be reached by alternative strategies, and (3) likelihood of participants recruited through each strategy to adhere to study procedures. We further explored the appeal (overall and among age and gender subgroups) of social media advertisement features. Results In-person recruitment of clinic patients was overall the most cost-effective strategy. However, differences in demographic, clinical, and psychosocial characteristics of participants recruited via different strategies suggest that the combination of these approaches yielded a more diverse sample than would any one strategy alone. Once successfully enrolled, there was no difference in study completion and intervention adherence between individuals recruited by the three recruitment strategies. Conclusions Ultimately, the utility of a recruitment strategy is defined by its ability to effectively attract people representative of the target population who are willing to enroll in and complete the study. Leveraging a variety of recruitment strategies appears to produce a more representative sample of young adults, including those who are less engaged in diabetes care.

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