Development of an Efficient Europe-wide e-Recruiting System (European Recruiting 2020)
When recruiting new employees it is necessary to consider a candidate’s suitability or fit for a vacant position in advance. A good fit leads to better job performance, greater job satisfaction, higher commitment and a longer duration of employment. In or
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Ricardo Büttner
Contents 15.1 Introduction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15.2 Data Extraction from Social Networks for the Prediction of Candidate Fit 15.3 Information Privacy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15.4 Business Models . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15.5 Economic Effects . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15.6 Degree of Innovation and Industry Partners . . . . . . . . . . . . . . . . . . . References . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
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15.1 Introduction When recruiting new employees it is necessary to consider a candidate’s suitability or fit for a vacant position in advance. A good fit leads to better job performance, greater job satisfaction, higher commitment and a longer duration of employment. In order to predict the fit between applicant and position, the recruiter can currently form an opinion based on the traditional means of personnel selection (CV, personal interview, etc.). Candidate fit is composed of three aspects: (1) the candidate’s personality should match the business culture (person-organization fit, P-O), (2) his or her social skills and competences should match the work group (person-group fit, P-G) and (3) the candidate’s abilities, skills and knowledge should match the precise position (person-job fit, P-J). Existing recruiting solutions and job recommendation systems mainly focus on the match between job requirements and a candidate’s abilities exclusively (P-J fit) and thus cover only one of the three aspects of the candidate fit. It is precisely here that great potential for e-recruiting solutions and job recommendation systems lies. Internet based social R. Büttner () Institute of Management & Information Systems (mis), FOM University of Applied Sciences München, Germany e-mail: [email protected] © Springer Fachmedien Wiesbaden GmbH 2018 F. Bakırcı et al. (eds.), German-Turkish Perspectives on IT and Innovation Management, FOM-Edition, https://doi.org/10.1007/978-3-658-16962-6_15
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networks such as LinkedIn, XING, Twitter or Facebook contain all the data necessary to identify the entirety of a candidate’s fit. One promising trend within e-HRM (electronic Human Resource Management) is the inclusion of online social networks (OSN) (Buettner 2016a; Buettner and Buettner 2016; Buettner 2015e, 2015b, 2015a, 2014b; Funk et al. 2012). In recent years e-recruiting in OSN (OSN-Recruiting) has therefore evolved into an area of research of its own within the greater field of information systems (Buettner 2011, 2014d; Landes and Buettner 2011). The analysis of such large scale and complex data allows for the deduction of a candidate’s personality, organizational culture, communication styles and roles relevan
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