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博碩士論文 etd-0528118-093635 詳細資訊
Title page for etd-0528118-093635
The Critical Success Factors of Social Recruiting:A Case Study for Facebook and LinkedIn
Year, semester
Number of pages
Po-Wen Jeng
Advisory Committee
Yu-Ping Wang
Date of Exam
Date of Submission
social network sites, social recruiting, employer brand, weak ties, social exchange theory
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The thesis/dissertation has been browsed 5706 times, has been downloaded 128 times.
Social recruiting has become very popular in these recent years. However, there are not many academic research studies or surveys in this area for references. This study uses practical interviews with human resource personnel who has been using social recruiting and also the social media owner to investigate on this subject. Hence this study adopts qualitative analysis approach to conduct research on social media, branding, weak ties and social exchange.
This study had three findings. The first finding is the advantages of social recruiting which include organization’s branding, precise recruitment, shorten recruitment duration and no limitation on talent recruitment etc. The second finding is the key success factors. From organization’s perspective, the key success factors are “social management strategy” and “promotes branding” while for the recruiters, the key success factors are “developing social skills” and “enhance social management ability”. The third finding is that the performance of recruiting comes from the availability of talents and therefore this study suggested recruiters to setup weak ties strategies such as “setup a heterogeneity connection”, “participate in social groups or activities with similar interests” and “actively manage individual social group branding”, all these will have positive impacts on social recruiting, increase organization competitive advantages and enhance recruitment performances.
目次 Table of Contents
論文審定書 i
誌謝 ii
中文摘要 iii
Abstract iv
第一章 緒論 1
第一節 研究背景 1
第二節 研究動機 4
第三節 研究目的 6
第二章 文獻探討 7
第一節 社群網站 7
第二節 社群招募 10
第三節 雇主品牌 12
第四節 弱連結理論 14
第五節 社群經營 17
第六節 社會交換理論 21
第三章 研究方法 23
第一節 研究設計 23
第二節 研究對象 26
第三節 資料收集 28
第四節 資料分析 29
第四章 結果分析 31
第一節 社群招募使用動機及流程 31
第二節 社群招募對企業帶來的價值 35
第三節 社群經營的心態及技能培養 47
第四節 社群招募品牌互動的影響層次 51
第五節 弱連結-社群人脈的重要因素 55
第五章 結論與研究限制 59
第一節 研究結論 59
第二節 研究建議 69
第三節 管理實務意涵 75
第四節 研究限制與未來研究方向 77
參考文獻 78
一、中文部份 78
二、英文部份 78
附錄一 訪談大綱 83
附錄二 社群招募事例與分類 84
第一節 社群招募使用動機及流程 84
第二節 社群招募對企業帶來的價值 87
第三節 社群招募與人資工作的差異 91
第四節 社群招募線上應徵互動經驗 94
第五節 社群招募品牌層次互動影響 98
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