Human Resources practices are undergoing major changes driven by technology innovations, especially with regards to the evaluation process. Social networking sites and the vast amount of freely available information about individuals allow for extensive conclusion drawing before even meeting a candidate. Although 97% of recruiters said they have used LinkedIn as a selection and recruiting tool back in 2012 already, there has been little empirical research conducted on how social networks influence the process. The paper on hand focuses on the role of the well-known business network ‘LinkedIn’, the accuracy of information provided online and more precisely on the credibility of recom-mendations submitted online. The overarching goal is to identify changes in recruiter’s perception of a candidate with regards to quantity, quality and source of online recommendations.
By taking into account various studies and selected literature regarding the influence of recommendations on the selection process, the author gained extensive understanding of previously identified factors and their respective impact. In addition, a primary study in form of an online survey has been conducted among recruiters to receive insights into the evaluation process in today’s recruiting divisions.
Outcomes reveal that attributing value to online recommendation in inevitable in nowadays selection practices. Moreover, the recommendation donor has a profound impact on the credibility: family and friends are not deemed credible whereas work-related parties such as co-workers and immediate management are favored and their assessment is validated. Lastly, the quantity of recommendations does not hold significant value with regards to assessing credibility.
Table of Contents
1 How Professional Social Networking Sites influence Recruiting Processes
2 Literature-based Findings for the Role of Recommendations in the Evaluation Process and Background Knowledge about Online Social Networks
2.1 Role of Recommendations in the Screening and Selection Process
2.1.1 Research Background and Terminology
2.1.2 Literature Review: Usage of Recommendations
2.2 Social Networking Sites in Evaluation Processes: Focus on the Professional Network LinkedIn
2.2.1 Definition
2.2.2 Capabilities and Objectives of Social Networking Sites for the HR Department
2.2.3 LinkedIn
3 Identifying the Influence of LinkedIn Recommendations on the Evaluation Process: Primary Study Goal, Design and Results
3.1 Status Quo and Goal of the Primary Study
3.2 Primary Study: Usage of Online Recommendations in the Evaluation Process
3.2.1 Design and Execution of the Online Survey
3.2.2 Sample Size
3.3 Results of the Online Survey
4 Findings, Optimization Recommendations and Future Development of Professional Networks for Selection Purposes
4.1. Role of LinkedIn Recommendations on Selection Processes
4.2 Evaluation Recommendations
4.3 Limitations and Future Utility
Research Objective and Focus Areas
The primary objective of this bachelor’s dissertation is to investigate how online recommendations on professional social networking sites, specifically LinkedIn, influence the recruiter’s perception of job applicants. The study explores whether such digital feedback modifies traditional evaluation processes regarding the credibility, quality, and source of recommendations.
- The role of professional social networking sites (SNS) in modern HR selection practices.
- A comparative analysis between traditional letters of recommendation (LoR) and LinkedIn recommendations.
- Factors influencing recommendation credibility, including the role of the donor and the quantity of feedback.
- Practical implications for recruiters when incorporating online profile data into decision-making.
- Limitations of digital screening and the future development of professional networks in recruiting.
Excerpt from the Book
2.1.1 Research Background and Terminology
There is no doubt among recent literature publications that the Internet and advances in information technology (IT) play a major role in companies. They altered Human Resource (HR) processes significantly by broadening the spectrum of recruitment, and thus also selection, measurements. (Getha-Taylor 2010, p. 171; Davison et al. 2011a, p. 153; Scholz 2011, p. 222)
In general, HR processes can be divided into five key categories, namely: acquiring, rewarding, developing, protecting, and retaining employees. (Scholz 2011, pp.13) In the course of the paper the author will exclusively focus on the first mentioned part and in particular on the initial phase of acquiring a new employee: screening and making consecutive selective decisions. Attracting employees will not be part of the research on hand.
Selection practices vary among industries and are typicially geared towards the job description of a vacany. Techniques include beneath the checking on qualifications, traditional paper tests, computer-based tests, provision of work samples or whole assessment centres. Famous ways are also checking on backgrounds and recommendations as well as personal and group interviews. (Society for Industrial and Organizational Psychology 2003, p. 3) Numerous other indicators are used, if needed for a respective job.
Summary of Chapters
1 How Professional Social Networking Sites influence Recruiting Processes: This chapter introduces the shift towards technology-driven recruitment and establishes the research focus on third-party online recommendations.
2 Literature-based Findings for the Role of Recommendations in the Evaluation Process and Background Knowledge about Online Social Networks: This section provides the theoretical framework regarding traditional recommendation letters, defines social networking sites, and specifically examines LinkedIn as a recruiting tool.
3 Identifying the Influence of LinkedIn Recommendations on the Evaluation Process: Primary Study Goal, Design and Results: This chapter details the methodology of the online survey conducted among recruiters and presents the collected data regarding their perception of LinkedIn profiles.
4 Findings, Optimization Recommendations and Future Development of Professional Networks for Selection Purposes: The final chapter synthesizes the study findings with literature, evaluates the formulated hypotheses, and provides practical recommendations for HR professionals.
Keywords
Selection, Recommendations, LinkedIn, Human Resources Practices, Social Networking Sites, Social Media, Recruitment, Credibility, Applicant Evaluation, Digital Screening, Online Profiles, Professional Networking, Human Resource Management, HR Processes, Candidate Perception.
Frequently Asked Questions
What is the core focus of this dissertation?
The paper examines how online recommendations on LinkedIn affect the way recruiters evaluate job applicants and whether these digital inputs are perceived as credible compared to traditional methods.
Which specific themes are addressed in the study?
The study covers the evolution of HR recruiting processes, the role of professional social networks, the perceived credibility of different recommendation donors, and the impact of the quantity of recommendations.
What is the central research question of this work?
The research asks what impact online recommendations in social networks have on selection decisions compared to traditional recommendation letters and how their specific characteristics (source, quality, quantity) influence recruiter perception.
Which scientific methodology was utilized for this research?
The author conducted a literature review to establish the theoretical foundation and performed a primary empirical study in the form of an online survey targeting recruiting and HR professionals.
What topics are covered in the main section of the book?
The main section includes an overview of HR selection techniques, the definition and functionality of LinkedIn, the results of the primary study, and an interpretation of findings regarding the credibility of recommendation donors.
What are the primary keywords characterizing this work?
Key terms include Selection, Recommendations, LinkedIn, Human Resources Practices, Social Networking Sites, and Social Media.
How do recruiters view recommendations from friends or family on LinkedIn?
According to the study, recommendations from private contacts like friends and family are generally considered less credible and potentially biased compared to those from professional sources like former co-workers or management.
Does the quantity of recommendations significantly change the evaluation outcome?
The findings suggest that the quantity of recommendations is less important than their quality, with 4-6 recommendations typically being seen as sufficient, while an excessive number may even raise suspicions.
- Arbeit zitieren
- Lisa-Marie Langfeld (Autor:in), 2016, The Impact of Online Recommendations on the Evaluation Process. Identification of Changes in the Recruiter’s Perception of Applicants, München, GRIN Verlag, https://www.grin.com/document/535907
