The common use of social networks is becoming more and more widespread from year to year. They are a big part of our everyday lives, so we cannot ignore them in the human resources fields. Namely this fields have greatly changed with development and usage of online social networks. There are more and more human resources workers that are using those advantages in the search and selection of new staff members. This is one of the cheapest in fastest way to get the right staff. Job seekers namely creates their own profile online and share their hobbies, interests, competencies and many other information that attract the attention of employers.
The aim of the master’s degree is to determine the role that online social networks play in staffing. I was mostly interested in whether the companies are making the use of social networks as a key tool for recruiting staff, or whether they still prefer the more traditional ways of finding the right candidates. I presented the advantages, disadvantages and characteristics of using social networks in recruitment process. I was also interested in whether the companies do background check of the job seeker's personal profiles on social medias, e.g. Facebook, to gain insight into his or hers »private« life. In the research part of the thesis, I used a quantitative method, namely an open-ended questionnaire. However, I used text analysis method for data processing, because it enabled me to highlight key emphasis and peculiarities from the collected answers.
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