Özet:

With today’s advanced technology and the changing demographic structure, traditional methods in the recruitment process have gradually begun to be abandoned. With the impact of factors such as cost, change in the workforce structure, competition and organizational tendency, the use of social networks in the recruitment process increases. With this time and cost advantages, targeted broad public transportation, increased candidate quality, close proximity to candidates and strengthening the employer’s brand, as well as legal, ethical and confidentiality issues have emerged. The research, in the recruitment process; more than three billion social networks sites with more than fifty million active users in the world, both human resources workers and job seekers are analyzed using the conditions of use and social networks sites are integrated into the professional recruitment processes, and the aim is to provide a comprehensive data contribution on the question of how and job seekers can benefit. Social networks are effective in the recruitment process; the accuracy of the assumptions that indicate that they have disadvantages, such as negative image, unethical use, and that they have a time, cost advantage, and that they are stronger in communication. The study examined the three major social networks LinkedIn, Facebook and Twitter, which human resource management employees and job seekers frequently use. Half-structured interview forms and six-business holdings have been conducted with profound conversations with human resource employees and data collected through focus group conversations with people looking for work. In line with literature, social networking sites have been used by job seekers more networks, connections and business opportunities; and by at the beginning of the recruitment process, they have been used to reach candidates, attract and communicate for purposes.

Özet:

Traditional methods of recruitment process have been gradually given up with developing technologies and changing demographic structure. Usage of social networking websites has been rising with the impact of the factors like costs, changes of labor supply, competition and organizational disposition. In addition, it was observed that results like the advantage of time and cost, reaching the broader target audience, increasing quality of candidates, affiliation with candidates and empowering employer branding and issues that legal, ethical and privacy have emerged. In this research, it has been aimed that to obtain empirical data contribution with regard to the question, how both human resources professionals and job seekers take advantage of the integration the social network websites and professional recruitment process? via usage analysis of social network websites, which have more than three billion active users on a global scale and more than fifty million in Turkey. In this research, the hypotheses such as existing effect, time, cost, strong communication advantages and negative image and unethical usage disadvantages of social network websites have been tested in the recruitment process. Three major social network websites, LinkedIn, Facebook and Twitter, have been examined due to mostly being used by human resources professionals and job seekers. Qualitative content analyses have been carried out by collecting data via in-depth and focus group interviews with human resources employees of a holding which includes six corporates and also with job seekers. It has been observed that the purpose of job seekers’ using social network websites is to build networks, connections and reach new job opportunities; likewise, businesses also aim for reaching, attracting candidates and communication at the beginning of the recruitment process.

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