Social media use at human resource management: The HRM performance effect

Abstract

Presence of qualified personnel is the main key for the productivity and performances of the enterprises. Thus, discovering and selecting the staff with the required qualifications and quantities have constituted the primary priority of HRM. Staffing process, covering the activities of attracting and selecting individuals for positions, has been affected by development of the technology. Today internet becomes one of the first places for application of the job seekers and the recruiters. Except interviewing process, social media has been effectively used almost in all the processes of staffing as like candidate pool, creation of social network, interview and reference investigation. However, there is very limited quantity of data and literature knowledge to compare the impacts of usage of social media since the practical results at this field have just been formed recently. In this context, this survey aimed to examine the impact of social media usage frequency at human resource management (SMU@HRM) -specifically at staffing process (SMU@HRM-Staffing)- on the HRM performance. To reveal the relationship between those two construct, SMU@HRM-Staffing and HRM performance, a field survey using questionnaires was conducted on human resource managers of 386 firms operating in manufacturing and service industry in Turkey. Descriptive analysis, exploratory factor analysis, reliability analysis, correlation and regression analyses have been conducted on data obtained from 374 complete questionnaires. Analyses results revealed that social media usage frequency at HRM-Staffing process affected HRM performance in a positive way.