Reger, Andrea (2013) The impact of the business networking site LinkedIn on private, large, multinational companies’ recruitment process in Ireland. Masters thesis, Dublin, National College of Ireland.
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The world is constantly changing while the technology is developing unremittingly. These facts impact all parts of a multinational company’s (MNC) business in Ireland, therefore it cannot be ignored in order to remain competitive these days. Recruitment is not an exception either.
While in 2009 a ‘Personnel Today’ survey revealed that four hundred and three Human Resources (HR) professionals in the United Kingdom (UK) (Williams 2009) considered ‘social networking’ as one of the most unpopular recruitment methods, it has undoubtedly changed over the last three years as by the end of 2012, forty-six per cent of those one hundred and thirty-eight organisations that participated in the XpertHR survey (Suff 2013) indicated using some sort of social media to entice talents.
So technology significantly influences not just current teenagers’ but other generations’ life too as well as the organisations’ recruitment process since the rise of the Internet and the interactive social media platforms.
By the means of semi-structured interviews and a questionnaire, this research is intended to closely examine the private, large MNCs’ opinion, attitude, behaviour and actions regarding recruitment and the largest, business networking site LinkedIn to find out ‘What is the impact of the business networking site, LinkedIn on private, large, MNCs’ recruitment process in Ireland?’
Based on a number of HR and Recruitment professionals’ responses from the semi-structured interviews and the questionnaire it was concluded that while social recruitment is being used by all participants to support their recruitment efforts, it did not change significantly these MNCs’ recruitment process, strategy or best practices. Although a number of areas were identified where the impact is more significant than in others, it can be seen clearly that the new, innovative social recruitment channels are only used in complementation to the traditional recruitment methods, since some of those still considered to be the most successful recruitment tool.
This study aimed to discover what parts of the MNCs’ recruitment process were impacted by LinkedIn and how; it made no attempts to explore and examine all areas that could be potentially affected by the utilisation of the innovative social recruitment.
|Item Type:||Thesis (Masters)|
|Subjects:||H Social Sciences > HD Industries. Land use. Labor > HD28 Management. Industrial Management > Human Resource Management > Recruitment > E-Recruitment
H Social Sciences > HD Industries. Land use. Labor > Specific Industries > Multinational Industries
|Divisions:||School of Business > Master of Arts in Human Resource Management|
|Depositing User:||CAOIMHE NI MHAICIN|
|Date Deposited:||18 Nov 2013 15:35|
|Last Modified:||18 Nov 2013 15:35|
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