Do job seekers' social media profiles affect hospitality managers’ hiring decisions? A qualitative inquiry

2021 ◽  
Vol 46 ◽  
pp. 153-159
Author(s):  
Linchi Kwok ◽  
Antonio Muñiz
Keyword(s):  
Social Media ◽  
Qualitative Inquiry ◽  
Hiring Decisions ◽  
Job Seekers ◽  
Hospitality Managers

Reddit Users’ Experiences of Suicidal Thoughts During the COVID-19 Pandemic: A Qualitative Analysis of r/Covid19_support Posts (Preprint)

2021 ◽  
Author(s):  
Allie Slemon ◽  
Corey McAuliffe ◽  
Trevor Goodyear ◽  
Liza McGuinness ◽  
Elizabeth Shaffer ◽  
...  
Keyword(s):  
Mental Health ◽  
Qualitative Research ◽  
Social Media ◽  
Coping Strategies ◽  
Health Resources ◽  
Population Level ◽  
Epidemiological Data ◽  
Qualitative Inquiry ◽  
Search Term ◽  
Suicidal Thoughts

BACKGROUND The COVID-19 pandemic is having considerable impacts on population-level mental health, with research illustrating an increased prevalence in suicidal thoughts due to pandemic stressors. While the drivers of suicidal thoughts amid the pandemic are poorly understood, qualitative research holds great potential for expanding upon projections from pre-pandemic work and contextualizing emerging epidemiological data. Despite calls for qualitative inquiry, there is a paucity of qualitative research examining experiences of suicidality related to COVID-19. The use of publicly available data from social media offers timely and pertinent information into ongoing pandemic-related mental health, including individual experiences of suicidal thoughts. OBJECTIVE The objective of this paper is to examine online posts that discuss suicidal thoughts within one Reddit community r/COVID19_support with the aim to identify contributing stressors and coping strategies related to the COVID-19 pandemic. METHODS This study draws on online posts from within the Reddit community r/COVID19_support that describe users’ suicidal thoughts during and related to the COVID-19 pandemic. Data were collected from creation of this subreddit on February 12, 2020 until December 31, 2020. Using the search term “suicide”, we used the NCapture add-on tool, hosted by NVivo, to conduct our investigation. A qualitative thematic analysis, as described by Braun and Clarke, was conducted to generate themes reflecting users’ experiences of suicidal thoughts. RESULTS A total of 83 posts from 57 users were included in the analysis. Reddit posts described a range of users’ lived experiences of suicidal thoughts related to the pandemic, including deterioration in mental health, complex emotions associated with suicidal thinking, and concern that suicidal thoughts may progress to action. Seven prominent and compounding stressors were identified as contributing to Reddit users’ suicidal thoughts, including social isolation, employment and finances, virus exposure and COVID-19 illness, uncertain timeline of the pandemic, news and social media, pre-existing mental health conditions, and lack of access to mental health resources. Some users described individual coping strategies used in attempt to manage suicidal thoughts, however these were recognized as insufficient for addressing the multilevel stressors of the pandemic. CONCLUSIONS Multiple and intersecting stressors have contributed to individuals’ experiences of suicidal thoughts in the context of the COVID-19 pandemic, requiring thoughtful and complex public health and policy responses. While ongoing challenges exist with self-disclosure of mental health challenges on social media, Reddit and other online platforms may a supportive space for users to share suicidal thoughts and discuss potential coping strategies.

Older and Younger Job Seekers' Impression Management on LinkedIn

2021 ◽  
Vol 20 (2) ◽  
pp. 61-74
Author(s):  
Franciska Krings ◽  
Irina Gioaba ◽  
Michèle Kaufmann ◽  
Sabine Sczesny ◽  
Leslie Zebrowitz
Keyword(s):  
Social Media ◽  
Social Networking ◽  
Impression Management ◽  
Social Networking Sites ◽  
The Internet ◽  
Job Seekers ◽  
Self Presentation ◽  
Job Offers ◽  
Research Show

Abstract. The use of social networking sites such as LinkedIn in recruitment is ubiquitous. This practice may hold risks for older job seekers. Not having grown up using the internet and having learned how to use social media only in middle adulthood may render them less versed in online self-presentation than younger job seekers. Results of this research show some differences and many similarities between younger and older job seekers' impression management on their LinkedIn profiles. Nevertheless, independent of their impression management efforts, older job seekers received fewer job offers than younger job seekers. Only using a profile photo with a younger appearance reduced this bias. Implications for the role of job seeker age in online impression management and recruitment are discussed.

Research shows role of pre-hire and post-hire outcomes in effectiveness of social media recruitment

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Social Media ◽  
Cost Effective ◽  
Job Seekers ◽  
Content Type ◽  
Recruitment Methods ◽  
Services Sector ◽  
Talent Retention ◽  
Credible Information ◽  
Recruitment Tool

Purpose The authors were motivated to carry out their study by the increasing popularity of social media as a recruitment tool. They focused on the recruitment managers as previous studies have concentrated on the experiences of the candidates. Design/methodology/approach The authors wanted to test two hypotheses. The first one was split into two parts – Hypothesis 1A was that: “Recruiters intentions to adopt SMR are significantly related to pre-hire ROs.” And Hypothesis 1B was that: “Recruiters intentions to adopt SMR are significantly related to post-hire ROs.” Their second hypothesis was that: “CS (credibility and satisfaction) will mediate the relationship between SMR intention and ROs”. They surveyed 240 recruitment managers in the manufacturing and services sector, in Gujarat, India. Findings The results confirmed both of the hypotheses. Firstly, the responses showed that recruiters intended to use social media as it provides pre-hire benefits. Similarly, results showed SMR is more compatible, less complex and ensures better trialability and observability. Secondly, the research showed SMR intentions are significantly related to post-hire ROs. The study proved that SMR was “cost-effective, attracts better talents and retains them”. Originality/value The study suggested social media sites like Facebook could maximize the number of applicants and be more effective than traditional advertising in targeting passive job seekers. Second, it showed managers could optimize their SM post-hire outcomes to improve talent retention. Third, the results suggested that SMR could attract dream candidates by providing credible information. Finally, HR departments needed to understand social media complements rather than replaces traditional recruitment methods.

scholarly journals The Influence of the Firm’s Career-Website on Job-Seekers’ Intentions to the Firm

2015 ◽  
Vol 5 (3) ◽  
pp. 111
Author(s):  
Robert W. Stone ◽  
Lori Baker-Eveleth ◽  
Daniel Eveleth
Keyword(s):  
Social Media ◽  
Positive Influence ◽  
Ease Of Use ◽  
Perceived Usefulness ◽  
Primary Method ◽  
Job Seekers ◽  
Related Factors ◽  
Factors Affecting ◽  
Subsequent Behavior ◽  
Significant Positive Influence

Currently organizations rely on its websites to engage and inform job-seekers, and as the primary method for job-seekers to submit applications for screening (Thompson, Braddy & Wuensch, 2008). Therefore a website must be able to influence job-seekers to react positively to perform behaviors such as submitting an application, returning to the site, recommending the company or site to others, and to engage the organization by transitioning to the organization’s social-media sites. Whether or not a job-seeker performs these behaviors is largely a function of the experience with the website. Understanding the website-related factors affecting a job-seeker’s intentions and subsequent behavior is, therefore, critical to the firm. The sample consisted of 199 usable responses and the results show website aesthetics, content and ease of use influence respondents’ intentions, indirectly, through perceived usefulness of the site. Social norms toward the firm have a significant, positive influence on respondents’ intentions.

High Tech and High Touch

2017 ◽  
Author(s):  
James E. Coverdill ◽  
William Finlay
Keyword(s):  
Social Media ◽  
Labor Market ◽  
Labor Markets ◽  
Great Recession ◽  
High Tech ◽  
Internal Labor Markets ◽  
Job Seekers ◽  
The Great Recession ◽  
Labor Market Intermediaries ◽  
Large Numbers

This book examines headhunting—contingency recruiting—in the wake of two profound changes in the labor market. The first is the emergence and explosive rise of various forms of social media, most prominently LinkedIn, which have made information about employers, jobs, and job-seekers much more widely available. The second is the unraveling of internal labor markets and the fraying of the ties between employers and employees, which started in the 1980s and 1990s, and accelerated in the wake of the bursting of the dotcom bubble and the Great Recession. Both changes created the possibility that employers and candidates would be able to find each other without the benefit of labor-market intermediaries like headhunters. The book explains why headhunting survived these changes: employers still need headhunters to find good candidates quickly. In a high-tech world, it is relatively easy to find large numbers of apparently qualified prospective candidates. Headhunters, however, determine which of these prospects are truly viable candidates and they invest time and effort in converting prospects into candidates. They bring high-touch search to a high-tech labor market.

Seeking out talent on social media

2016 ◽  
Vol 24 (1) ◽  
pp. 30-31
Keyword(s):  
College Students ◽  
Social Media ◽  
Case Studies ◽  
Design Methodology ◽  
Reading Time ◽  
Cutting Edge ◽  
Job Seekers ◽  
Content Type ◽  
Pertinent Information ◽  
Practical Implications

Purpose – This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach – This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings – A three-step guide is offered to help prospective employers attract graduate job seekers by means of social media, particularly Facebook. Social media recruiting can pay off in several ways: First, employers have the advantage of speed. Second, they have broad and frequent access to college students. Employers will also reduce their overall college recruiting costs and, finally, employers can enhance their overall employment branding through the use of Facebook. Practical implications – The paper provides strategic insights and practical thinking that have influenced some of the world’s leading organizations. Originality/value – The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

scholarly journals Examining the Use of Game-Based Assessments for Hiring Autistic Job Seekers

2021 ◽  
Vol 9 (4) ◽  
pp. 53
Author(s):  
Colin Willis ◽  
Tracy Powell-Rudy ◽  
Kelsie Colley ◽  
Joshua Prasad
Keyword(s):  
General Population ◽  
Cognitive Ability ◽  
Social Communication ◽  
Americans With Disabilities Act ◽  
Hiring Decisions ◽  
Job Seekers ◽  
College Graduate

Although people with autism are protected under the Americans with Disabilities Act of 1990, there is little theoretical or practical effort to determine whether traditional pre-employment assessments unfairly impact autistic job seekers. Due to the lack of emphasis on social communication, game-based assessments (GBAs) may offer a way of assessing candidate ability without disadvantaging autistic candidates. A total of 263 autistic job seekers took one of two game-based assessment packages designed to measure cognitive ability. After comparing their results to 323 college-graduate job seekers in the general population, we found that performance on the GBAs was generally similar in both populations, although some small differences were detected. Implications for hiring decisions are discussed.

Managers from heaven: how do hospitality employees describe good managers?

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Trishna G. Mistry ◽  
S. Kyle Hight ◽  
Fevzi Okumus ◽  
Abraham Terrah
Keyword(s):  
Leadership Skills ◽  
Qualitative Inquiry ◽  
Human Resource Managers ◽  
Content Type ◽  
Resource Managers ◽  
Inquiry Approach ◽  
Research Findings ◽  
Hospitality Managers ◽  
Line Level ◽  
Perceived Reasons

PurposeThe purpose of this study was to empirically investigate the characteristics of good hospitality managers and the core causes that lead to developing such characteristics.Design/methodology/approachUsing a qualitative inquiry approach, 93 line-level hospitality employees were surveyed online regarding their experiences about the characteristics of good managers.FindingsThe research findings revealed five key themes of good managerial characteristics, including interpersonal skills, communication skills, supervisory skills, leadership skills, and positive personality and professionalism. Additionally, the root causes of these managerial characteristics were also analyzed. The good managerial characteristics were perceived to have developed from having worked under either a great manager or a terrible manager.Research limitations/implicationsThis study advanced the literature on managerial characteristics by confirming several existing categories from the viewpoint of hospitality industry employees.Practical implicationsHuman resource managers should be considerate of these findings in terms of recruitment, hiring, and training, development, and promotion of employees in their companies.Originality/valueThis is one of the first studies to analyze the perceived reasons behind the development of these characteristics.

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