国外社交网络招聘研究述评:基于个体网络大数据的人才甄选
发布时间：2018-09-11 16:44
【摘要】：社交网络(Social Networking Sites,SNSs)的快速发展,为人才招聘单位和应聘人员提供更完全和对称的信息。但SNSs人才招聘也存在一些问题,如人力资源管理者更倾向于依据过往经验来识别SNSs中的人才信息,降低了人才差异认知的准确性。因此,理论研究需要系统地探讨如何建立科学SNSs招聘体系,帮助HR建立规范的人才招聘流程以代替经验式的网络人才判别行为。在系统的文献分析基础上,回顾了SNSs招聘的理论与实证研究,从个体SNSs数据的真实性、SNSs数据提取与人才识别,以及SNSs招聘的可靠性等方面分析国外理论与实践的现状,指出未来SNSs招聘的主要研究议题,为SNSs招聘与我国人才战略提供理论研究导向。
[Abstract]:The rapid development of the social network (Social Networking Sites,SNSs provides more complete and symmetrical information for recruitment agencies and candidates. However, there are some problems in SNSs talent recruitment, such as human resource managers tend to identify the talent information in SNSs according to past experience, which reduces the accuracy of talent differential cognition. Therefore, the theoretical research needs to systematically explore how to establish a scientific SNSs recruitment system and help HR to establish a standardized recruitment process to replace the empirical network talent discrimination behavior. On the basis of systematic literature analysis, this paper reviews the theoretical and empirical research of SNSs recruitment, analyzes the present situation of foreign theories and practices from the aspects of authenticity of individual SNSs data and talent identification, and reliability of SNSs recruitment. This paper points out the main research topics of SNSs recruitment in the future and provides theoretical research direction for SNSs recruitment and China's talent strategy.
【作者单位】： 华侨大学工商管理学院;
【基金】：福建省高等学校新世纪优秀人才支持计划资助
【分类号】：C964.2
本文编号：2237251
[Abstract]:The rapid development of the social network (Social Networking Sites,SNSs provides more complete and symmetrical information for recruitment agencies and candidates. However, there are some problems in SNSs talent recruitment, such as human resource managers tend to identify the talent information in SNSs according to past experience, which reduces the accuracy of talent differential cognition. Therefore, the theoretical research needs to systematically explore how to establish a scientific SNSs recruitment system and help HR to establish a standardized recruitment process to replace the empirical network talent discrimination behavior. On the basis of systematic literature analysis, this paper reviews the theoretical and empirical research of SNSs recruitment, analyzes the present situation of foreign theories and practices from the aspects of authenticity of individual SNSs data and talent identification, and reliability of SNSs recruitment. This paper points out the main research topics of SNSs recruitment in the future and provides theoretical research direction for SNSs recruitment and China's talent strategy.
【作者单位】： 华侨大学工商管理学院;
【基金】：福建省高等学校新世纪优秀人才支持计划资助
【分类号】：C964.2
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