CREDIBILITY OF SOCIAL NETWORKING SITES: IMPACT ON ORGANIZATIONAL ATTRACTION IN RECRUITMENT FILED
Keywords:
Credibility of LinkedIn, Credibility of Facebook, Organizational AttractionAbstract
Social networking sites provide a way to potential Job seekers to come across with different information about companies for the existing job openings and hiring campaigns. We conducted a study to get the Feedback of job seekers about the credibility of social networking sites about the job advertisement and hiring information available on their pages. The purpose of this study was to examine and record the perception of job seekers about social networking sites such as LinkedIn and Facebook both, which are more commonly accessible to people and organizations to post their activities openly. Moreover, one purpose of this study was to check the attraction and attention of people towards the organizations after receiving true or false information from the social network sites about recruitment in those organizations. A survey was conducted to collect the data from participants; which were active user of social networking sites. We targeted 200 final year students who were searching jobs. We used convenient sampling technique for this study and we found out that according to job seeker’s perception face book is more credible source for recruitment activities and developing attraction towards organizations as compare to LinkedIn. However; this is just an empirical research attempt to fulfill the gap.
References
Allen, D. G., Mahto, R. V., & Otondo, R. F. (2007). Web-Based Recruitment: Effects of Information, Organizational Brand, and Attitudes Toward a Web Site on Applicant Attraction. Journal of Applied Psychology, 92(6), 1696–1708. https://doi.org/10.1037/0021-9010.92.6.1696
Breaugh, J. A. (2008). Employee recruitment: Current knowledge and important areas for future research. Human Resource Management Review, 18(3), 103–118. https://doi.org/10.1016/j.hrmr.2008.07.003
Breaugh, J. A., & Starke, M. (2000). Research on employee recruitment: So many studies, so many remaining questions. Journal of Management, 26(3), 405–434. https://doi.org/10.1177/014920630002600303
Brown, V. R., & Vaughn, E. D. (2011). The Writing on the (Facebook) Wall: The Use of Social Networking Sites in Hiring Decisions. Journal of Business and Psychology, 26(2), 219–225. https://doi.org/10.1007/s10869-011-9221-x
Cable, D. M., & Yu, K. Y. T. (2006). Managing job seekers’ organizational image beliefs: The role of media richness and media credibility. Journal of Applied Psychology, 91(4), 828–840. https://doi.org/10.1037/0021-9010.91.4.828
Cappelli, P. (2001). Making the most of on-line recruiting. Harvard Business Review, 4, 38–47. https://doi.org/10.7554/eLife.01387
Chapman, D. S., Uggerslev, K. L., Carroll, S. A., Piasentin, K. A., & Jones, D. A. (2005). Applicant attraction to organizations and job choice: A meta-analytic review of the correlates of recruiting outcomes. Journal of Applied Psychology, 90(5), 928–944. https://doi.org/10.1037/0021-9010.90.5.928
Cober, R. T., Brown, D. J., Levy, P. E., Cober, A. B., & Keeping, L. M. (2003). Organizational web sites: Web site content and style as determinants of organizational attraction. International Journal of Selection and Assessment, 11(2–3), 158–169. https://doi.org/10.1111/1468-2389.00239
Cronbach, L. J. (1951). Coefficient alpha and the internal structure of tests. Psychometrika, 16(3), 297–334. https://doi.org/10.1007/BF02310555
Davison, H. K., Maraist, C., & Bing, M. N. (2011). Friend or Foe? The Promise and Pitfalls of Using Social Networking Sites for HR Decisions. Journal of Business and Psychology, 26(2), 153–159. https://doi.org/10.1007/s10869-011-9215-8
Dineen, B. R., Ash, S. R., & Noe, R. A. (2002). A web of applicant attraction: Person-organization fit in the context of web-based recruitment. Journal of Applied Psychology, 87(4), 723–734. https://doi.org/10.1037/0021-9010.87.4.723
Dineen, B. R., & Noe, R. A. (2009). Effects of Customization on Application Decisions and Applicant Pool Characteristics in a Web-Based Recruitment Context. Journal of Applied Psychology, 94(1), 224–234. https://doi.org/10.1037/a0012832
Eisend, M. (2004). Is it Still Worth to be Credible ? A Meta-Analysis of Temporal Patterns of Source Credibility Effects in Marketing. Advances in Consumer Research, 31, 352–357.
Ellison, N. B., Steinfield, C., & Lampe, C. (2007). The benefits of facebook “friends:†Social capital and college students’ use of online social network sites. Journal of Computer-Mediated Communication, 12(4), 1143–1168. https://doi.org/10.1111/j.1083-6101.2007.00367.x
Finder, A. (2006). For Some, Online Persona Undermines a Résumé. In New York Times (pp. 9–12).
Fisher, C. D., Ilgen, D. R., & Hoyer, W. D. (1979). Source Credibility, Information Favorability, and Job Offer Acceptance. Academy of Management Journal, 22(1), 94–103. https://doi.org/10.2307/255481
Frasca, K. J., & Edwards, M. R. (2017). Web-based corporate, social and video recruitment media: Effects of media richness and source credibility on organizational attraction. International Journal of Selection and Assessment, 25(2), 125–137. https://doi.org/10.1111/ijsa.12165
Gotlieb, J. B., & Sarel, D. (1991). Comparative advertising effectiveness: The role of involvement and source credibility. Journal of Advertising, 20(1), 38–45. https://doi.org/10.1080/00913367.1991.10673205
Greening, Daniel W, Turban, D. (1996). Corporate social performance and organizational attractiveness to prospective employees. Academy of Management Journal, 40(3), 658–672.
Gross, R., Acquisti, A., & Heinz, H. J. (2005). Information revelation and privacy in online social networks. WPES’05: Proceedings of the 2005 ACM Workshop on Privacy in the Electronic Society, 71–80. https://doi.org/10.1145/1102199.1102214
Harrison, D. A., Price, K. H., & Bell, M. P. (1998). Beyond Relational Demography: Time and the Effects of Surface- and Deep-Level Diversity on Work Group Cohesion. In Academy of Management Journal (Vol. 41, Issue 1, pp. 96–107). https://doi.org/10.5465/256901
Hayes, A. (2013). Integrating Mediation and Moderation Analysis: Fundamentals using PROCESS. In Introduction to Mediation, Moderation and Conditional Process Analysis. https://doi.org/978-1-60918-230-4
Highhouse, S., Lievens, F., & Sinar, E. F. (2003). Measuring attraction to organizations. Educational and Psychological Measurement, 63(6), 986–1001. https://doi.org/10.1177/0013164403258403
Kluemper, D. H., Rosen, P. A., & Mossholder, K. W. (2012). Social Networking Websites, Personality Ratings, and the Organizational Context: More Than Meets the Eye? Journal of Applied Social Psychology, 42(5), 1143–1172. https://doi.org/10.1111/j.1559-1816.2011.00881.x
McCroskey, J. C., & Young, T. J. (1981). Ethos and credibility: The construct and its measurement after three decades. Central States Speech Journal, 32(1), 24–34. https://doi.org/10.1080/10510978109368075
Nikolaou, I. (2014). Social networking web sites in job search. International Journal of Selection and Assessment, 22(2), 179–189. https://doi.org/10.1111/ijsa.12067
Parks, M. R. (2011). Boundary conditions for the application of three theories of computer-mediated communication to MySpace. Journal of Communication, 61(4), 557–574. https://doi.org/10.1111/j.1460-2466.2011.01569.x
Parry, E., & Tyson, S. (2008). An analysis of the use and success of online recruitment methods in the UK. Human Resource Management, 18(3), 257–274.
Pornpitakpan, C. (2004). The Persuasiveness of Source Credibility: A Critical Review of Five Decades’ Evidence. Journal of Applied Social Psychology, 34(2), 243–281. https://doi.org/10.1111/j.1559-1816.2004.tb02547.x
Preston, J. (2011). Social Media History Becomes a New Job Hurdle. In New York Times (pp. 1–3). http://ezp-prod1.hul.harvard.edu/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=aph&AN=62971616&site=ehost-live&scope=site
Rynes, S L. (1989). Recruitment, job choice, and post-hire consequences: A call for new research directions. In Handbook of Industrial and Organizational Psychology (Vol. 2, pp. 399–444).
Rynes, Sara L., & Barber, A. E. (1989). Applicant Attraction Strategies: An Organizational Perspective. Academy of Management Review, 15(2), 286–310. https://doi.org/10.5465/amr.1990.4308158
Stoughton, J. W., Thompson, L. F., & Meade, A. W. (2013). Big Five personality traits reflected in job applicants’ social media postings. Cyberpsychology, Behavior, and Social Networking, 16(11), 800–805. https://doi.org/10.1089/cyber.2012.0163
Stoughton, J. W., Thompson, L. F., & Meade, A. W. (2015). Examining Applicant Reactions to the Use of Social Networking Websites in Pre-Employment Screening. Journal of Business and Psychology, 30(1), 73–88. https://doi.org/10.1007/s10869-013-9333-6
Van Hoye, G., & Lievens, F. (2007). Investigating Web-based recruitment sources: Employee testimonials vs word-of-mouse. International Journal of Selection and Assessment, 15(4), 372–382. https://doi.org/10.1111/j.1468-2389.2007.00396.x
Vandenberg, R. (2011). Call for Papers: Feature Topic: Research Design. Organizational Research Methods, 14(3), 581–582. https://doi.org/10.1177/1094428111411879
Walker, H. J., Feild, H. S., Giles, W. F., Armenakis, A. A., & Bernerth, J. B. (2009). Displaying Employee Testimonials on Recruitment Web Sites: Effects of Communication Media, Employee Race, and Job Seeker Race on Organizational Attraction and Information Credibility. Journal of Applied Psychology, 94(5), 1354–1364. https://doi.org/10.1037/a0014964
Weisband, S., & Atwater, L. (1999). Evaluating self and others in electronic and face-to-face groups. Journal of Applied Psychology, 84(4), 632–639. https://doi.org/10.1037//0021-9010.84.4.632
Williamson, I. O., Lepak, D. P., & King, J. (2003). The effect of company recruitment web site orientation on individuals’ perceptions of organizational attractiveness. Journal of Vocational Behavior, 63(2), 242–263. https://doi.org/10.1016/S0001-8791(03)00043-5
Wortham, B. J. (2009). More Employers Use Social Networks to Check Out Applicants. The New York Times, 2–3.
Downloads
Published
Issue
Section
License
Submission of an original manuscript to the Journal will be taken to mean that it represents original work not previously published, that it is not being considered elsewhere for publication. And if accepted for publication, it will be published in print and online and it will not be published elsewhere.
The journal main policy reflects in its stance that the publication of scholarly research is exclusively meant to disseminate knowledge and not-for-purposes.
Copyright Statment
Sarhad Journal of Management Sciences is published by Sarhad University of Science and Information Technology Peshawar. This copyright statement entails that all contents (including text, tables, graphs, images, or any materials that is part and parcel of a research article submitted to the journal) belong to/ property of the person who owned it prior to submission this journal. Publication of the submitted article will not affect the ownership of copyright of the subject materials. SJMS and its users benefit from a general licence over all content submitted under a Creative Commons CC-BY licence over all content. However, content which is not part of the submitted article, is the property of SJMS. In a nutshell, the combination of all content on the SJMS website, the look and feel of the website, is the property of Sarhad University of Science and Information Technology Peshawar.
As an author or contributor, you grant permission to others to reproduce your articles, including any graphics and third-party materials supplied by you, in accordance with the SJMS Terms and Conditions. The licence granted to third parties over all contents of each article, including third-party elements, is a Creative Commons Attribution ("CC BY") licence. The current version is CC-BY, version 4.0 (http://creativecommons.org/licenses/by/4.0/), and the licence will automatically be updated as and when updated by the Creative Commons organisation.
You may include a requirement to reproduce copyright notices but you may not restrict the right to reproduce the entire article, including third-party graphics. This means that you must obtain any necessary third-party consents and permissions to reproduce third-party materials in your articles submitted to SJMS.
Copyright Statement updated September 13, 2022.