Vinsamlegast notið þetta auðkenni þegar þið vitnið til verksins eða tengið í það: http://hdl.handle.net/1946/25595
This study was aimed at reviewing the use of references and social media as assessment methods during the assessment stage of the recruitment process. Studies have shown both to be fairly poor predictors for future performance, although both are quite frequently used. Interviews were conducted with ten human resource managers to review what using the methods provided them with as well as how references and social media were being used as assessment tools during the recruitment process.
The human resource managers that were interviewed tended to used references in a structured and methodical way as well as understanding the information they provide is often somewhat unreliable. Meanwhile the use of social media as an assessment method was not at all structured. Although the managers may have understood that the information gathered through social media is not necessarily reliable it was still used in an unstructured way to assess applicants.
These results show that while the use of both references and social media as assessment methods can be improved, there is a substantial difference in their current quality of used when compared to academic findings. While using references to assess applicants is in line with academia, social media use for assessing applicants is a long way behind.
|Brynjar Jóhannsson - References and social media in the assessment stage of the recruitment process.pdf||1.28 MB||Opinn||Heildartexti||Skoða/Opna|