Considerations common to both include the value of an online presence, the blurring of boundaries in online information and legal implications. For prospective employees, the considerations centre on public and private online profiles. Findings – Considerations for employers include website attributes, issues of fairness in the recruitments process and brand reputation. A model for understanding online-and social media-empowered hospitality recruitment is proposed. Secondary sources are used to provide a framework for the consideration of online and social media recruitment for hospitality organisations. Design/methodology/approach – The paper draws on existing research to examine the subject of online and social media recruitment. It considers the implications for employers and prospective employees, discussing areas of mutual relevance. 28(2), pp.327 - 345 Purpose – This paper aims to reflect on issues concerning online and social media recruitment in hospitality organisations. On the contrary, a well-designed system and strategic utilization of available information about potential candidates may significantly assist the recruitment of employees with the most suitable skills and competencies.Īdele Ladkin, Dimitrios Buhalis, (2016) "Online and social media recruitment: Hospitality employer and prospective employee considerations", International Journal of Contemporary Hospitality Management, Vol. Furthermore, it seems that the contemporary practice of employee screening through social media can highly affect the hiring decision and legal implications are likely to arise with the wrong use of information. The findings of this research endeavor indicate that the online recruitment method has a lot of benefits but also pitfalls of which recruiters should be aware. Beyond the information generated through the literature review, primary data were collected from Cypriot organizations. Three critical elements guided the research: the use of social media to attract and screen applicants the legal implication of e-recruitment and social network screening and the possibility of using e-recruitment as the main hiring strategy. Particularly, the aim is to identify if companies use social media during their recruitment processes to attract and screen applicants. The purpose of this article is to present an initial exploratory investigation on e-recruiting and the role of social network sites (hereafter SNSs) during the process.
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