دانلود رایگان مقاله انگلیسی بازاریابی ویدئویی رسانه های اجتماعی به عنوان بخشی از استراتژی استخدام الکترونیکی - الزویر 2018

ABSTRACT

In the war for talent, many organizations have started marketing the use of social media as a platform to communicate with and attract talent as part of their e-recruitment strategy. Recently, some of those organizations have begun replacing part of the e-recruitment process with social media platforms with video, such as Snapchat. Technology continues to advance and social media use has largely become an acceptable method for people to communicate, share ideas, and portray themselves both personally and professionally. Participants (n = 535) were surveyed regarding whether they would apply to an organization that marketed video-enabled social media as part of their hiring process, as well as their privacy concerns and attitude towards an organizations perceived trendiness. The results indicate that whilst privacy concerns exist, if organizations are only using video-enabled social media as part of their e-recruitment strategy to be perceived as ‘trendy’, then applicants are less likely to apply for the job.

Limitations, future research and conclusion

This research uncovered that negative effects occur between organizations marketing the use of video-enabled social media as part of their e-recruitment processes and potential candidates’ attitudes towards the hiring organization and their job application likelihood. Employers contemplating whether or not to integrate video-enabled social media into their e-recruitment process at the application stage may want to conduct additional research into their target candidate pool in order to avoid alienating potential talent. Furthermore, organizations will need to understand the definition of ‘trendy’ and how that applies to their organization as seen through the eyes of the job applicant(s). In addition, a true understanding of what exact privacy concerns potential candidates would have if they were required to use video-enabled social media in the job application process. Moreover, organizations should conduct research into the use of social media and the effects it has on recruitment, especially if social media is not imbedded into the organizations overall business strategy. Lastly, a limitation of the research is that we asked participants specifically about Snapchat and no other video-enabled social media platforms. However, further research could include inquiries into other social media applications such as Facebook, Twitter, LinkedIn or other applications that have video/audio enabled. Such further research may shed light on the threshold of the job applicants personal/professional life as well as highlight different social mediums that are more appropriate in the erecruitment process.