The Impact of Online Recommendations on the Evaluation Process. Identification of Changes in the Recruiter’s Perception of Applicants

Table of Contents

1 How Professional Social Networking Sites influence Recruiting Processes

2 Literature-based Findings for the Role of Recommendations in the Evaluation Process and Background Knowledge about Online Social Networks

2.1 Role of Recommendations in the Screening and Selection Process

2.1.1 Research Background and Terminology

2.1.2 Literature Review: Usage of Recommendations

2.2 Social Networking Sites in Evaluation Processes: Focus on the Professional Network LinkedIn

2.2.1 Definition

2.2.2 Capabilities and Objectives of Social Networking Sites for the HR Department

2.2.3 LinkedIn

3 Identifying the Influence of LinkedIn Recommendations on the Evaluation Process: Primary Study Goal, Design and Results

3.1 Status Quo and Goal of the Primary Study

3.2 Primary Study: Usage of Online Recommendations in the Evaluation Process

3.2.1 Design and Execution of the Online Survey

3.2.2 Sample Size

3.3 Results of the Online Survey

4 Findings, Optimization Recommendations and Future Development of Professional Networks for Selection Purposes

4.1. Role of LinkedIn Recommendations on Selection Processes

4.2 Evaluation Recommendations

4.3 Limitations and Future Utility

Research Objective and Focus Areas

The primary objective of this bachelor’s dissertation is to investigate how online recommendations on professional social networking sites, specifically LinkedIn, influence the recruiter’s perception of job applicants. The study explores whether such digital feedback modifies traditional evaluation processes regarding the credibility, quality, and source of recommendations.

• The role of professional social networking sites (SNS) in modern HR selection practices.
• A comparative analysis between traditional letters of recommendation (LoR) and LinkedIn recommendations.
• Factors influencing recommendation credibility, including the role of the donor and the quantity of feedback.
• Practical implications for recruiters when incorporating online profile data into decision-making.
• Limitations of digital screening and the future development of professional networks in recruiting.

Excerpt from the Book

Summary of Chapters

1 How Professional Social Networking Sites influence Recruiting Processes: This chapter introduces the shift towards technology-driven recruitment and establishes the research focus on third-party online recommendations.

2 Literature-based Findings for the Role of Recommendations in the Evaluation Process and Background Knowledge about Online Social Networks: This section provides the theoretical framework regarding traditional recommendation letters, defines social networking sites, and specifically examines LinkedIn as a recruiting tool.

3 Identifying the Influence of LinkedIn Recommendations on the Evaluation Process: Primary Study Goal, Design and Results: This chapter details the methodology of the online survey conducted among recruiters and presents the collected data regarding their perception of LinkedIn profiles.

4 Findings, Optimization Recommendations and Future Development of Professional Networks for Selection Purposes: The final chapter synthesizes the study findings with literature, evaluates the formulated hypotheses, and provides practical recommendations for HR professionals.

Keywords

Selection, Recommendations, LinkedIn, Human Resources Practices, Social Networking Sites, Social Media, Recruitment, Credibility, Applicant Evaluation, Digital Screening, Online Profiles, Professional Networking, Human Resource Management, HR Processes, Candidate Perception.

Frequently Asked Questions

What is the core focus of this dissertation?

The paper examines how online recommendations on LinkedIn affect the way recruiters evaluate job applicants and whether these digital inputs are perceived as credible compared to traditional methods.

Which specific themes are addressed in the study?

The study covers the evolution of HR recruiting processes, the role of professional social networks, the perceived credibility of different recommendation donors, and the impact of the quantity of recommendations.

What is the central research question of this work?

The research asks what impact online recommendations in social networks have on selection decisions compared to traditional recommendation letters and how their specific characteristics (source, quality, quantity) influence recruiter perception.

Which scientific methodology was utilized for this research?

The author conducted a literature review to establish the theoretical foundation and performed a primary empirical study in the form of an online survey targeting recruiting and HR professionals.

What topics are covered in the main section of the book?

The main section includes an overview of HR selection techniques, the definition and functionality of LinkedIn, the results of the primary study, and an interpretation of findings regarding the credibility of recommendation donors.

What are the primary keywords characterizing this work?

Key terms include Selection, Recommendations, LinkedIn, Human Resources Practices, Social Networking Sites, and Social Media.

How do recruiters view recommendations from friends or family on LinkedIn?

According to the study, recommendations from private contacts like friends and family are generally considered less credible and potentially biased compared to those from professional sources like former co-workers or management.

Does the quantity of recommendations significantly change the evaluation outcome?

The findings suggest that the quantity of recommendations is less important than their quality, with 4-6 recommendations typically being seen as sufficient, while an excessive number may even raise suspicions.