國外社交網(wǎng)絡招聘研究述評:基于個體網(wǎng)絡大數(shù)據(jù)的人才甄選
發(fā)布時間：2018-09-11 16:44
【摘要】：社交網(wǎng)絡(Social Networking Sites,SNSs)的快速發(fā)展,為人才招聘單位和應聘人員提供更完全和對稱的信息。但SNSs人才招聘也存在一些問題,如人力資源管理者更傾向于依據(jù)過往經(jīng)驗來識別SNSs中的人才信息,降低了人才差異認知的準確性。因此,理論研究需要系統(tǒng)地探討如何建立科學SNSs招聘體系,幫助HR建立規(guī)范的人才招聘流程以代替經(jīng)驗式的網(wǎng)絡人才判別行為。在系統(tǒng)的文獻分析基礎上,回顧了SNSs招聘的理論與實證研究,從個體SNSs數(shù)據(jù)的真實性、SNSs數(shù)據(jù)提取與人才識別,以及SNSs招聘的可靠性等方面分析國外理論與實踐的現(xiàn)狀,指出未來SNSs招聘的主要研究議題,為SNSs招聘與我國人才戰(zhàn)略提供理論研究導向。
[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.
【作者單位】： 華僑大學工商管理學院;
【基金】：福建省高等學校新世紀優(yōu)秀人才支持計劃資助
【分類號】：C964.2
本文編號：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.
【作者單位】： 華僑大學工商管理學院;
【基金】：福建省高等學校新世紀優(yōu)秀人才支持計劃資助
【分類號】：C964.2
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