Abstract
Human resources recruiters use many different methods to identify and attract desirable applicants to their organizations. The use of online social networks, such as LinkedIn, Facebook and Twitter, for recruiting purposes is one of the newer methods that organizations are using. This paper argues that employees recruited through online social networks are less likely to turnover than average; also, it argues that social networking sites (SNS) decrease the selection cycle time when hiring and are an effective means to recruit passive job candidates. Social recruiting produces the benefits identified by merging the speed of the Internet with the quality and effectiveness of recruiting on the basis of time-consuming personal contacts and networking.
Recommended Citation
Tharp, Allison and Boggs, David
(2014)
"The Use and Usefulness of Social-Network-Site Recruiting,"
Journal of the North American Management Society: Vol. 8:
No.
1, Article 6.
Available at:
https://thekeep.eiu.edu/jnams/vol8/iss1/6