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Recrutamento online e redes sociais no recrutamento: um estudo exploratório em empresas portuguesas
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Abstract(s)
Atualmente, revela-se fundamental existir uma maior proatividade por parte dos Gestores de Recursos Humanos no que diz respeito à adoção de novas estratégias para melhorar os seus processos de recrutamento. A introdução da internet e, naturalmente, o aumento da competitividade nos mercados leva a que as empresas despendam mais tempo, esforços e recursos no desenvolvimento das suas estratégias de recrutamento dado que, hoje em dia, a atração e a retenção de pessoas é essencial para as empresas alcançarem a tão desejada vantagem competitiva.
O presente estudo tem como principal objetivo analisar o impacto do recrutamento online e a utilização das redes sociais online nos processos de recrutamento em empresas portuguesas. Em específico tenciona-se verificar o grau de utilização do recrutamento online das empresas, os motivos que levam estas a recorrer ou não a este tipo de recrutamento, identificar as vantagens e desvantagens da sua utilização, analisar se as empresas utilizam as redes sociais online como forma de recrutamento e identificar quais as mais utilizadas, conhecer os motivos que levam as empresas a recorrer às redes sociais online e, por último, conhecer os aspetos mais e menos valorizados pelas empresas no perfil de um potencial candidato nas redes sociais online.
A amostra em estudo é composta por 76 profissionais de recursos humanos, nomeadamente, Técnicos/Responsáveis de Recrutamento e Seleção de empresas portuguesas e o instrumento de recolha de dados assentou no envio do questionário.
Os resultados obtidos indicam que o recrutamento online é uma prática frequente nas empresas em estudo principalmente para recolher candidaturas e divulgar vagas. Entre as várias vantagens associadas à sua utilização destacou-se o facto de facilitar o contacto/acesso com os candidatos. Quanto às redes sociais online, os resultados sugerem que estas são utilizadas para divulgar as vagas, contactar e recrutar pessoas, sendo que o LinkedIn surge como a rede social online mais utilizada por parte dos recrutadores. Por último, verificou-se que as competências especificas no perfil de um candidato nas redes sociais online é o aspeto mais valorizado pelas empresas para se proceder à sua seleção nas redes socias e que, pelo o contrário, a divulgação de dados falsos sobre as qualificações pode levar à sua exclusão.
Nowadays, it is fundamental for Managers of Human Resources to have proactivity, in what concerns the adoption of new strategies to improve their recruitment processes. The introduction of the internet and, of course, of the increased competitiveness in markets lead companies to spend more time, effort and resources on developing their recruitment strategies, since the attraction and retention of people is essential for companies to achieve the much-desired competitive advantage. The main goal of the present study is to analyse the impact of online recruitment and the use of online social networks in the recruitment processes in Portuguese companies. Specifically, it is intended to measure the degree of utilization of online recruitment in companies, understand the reasons behind the choice of this type of recruitment, identify advantages and disadvantages of its use, analyse whether or not companies use online social networks as a mean of recruitment and identify which are the most used, know the reasons that lead companies to use online social networks and, finally, comprehend the most and less aspects valued by companies in the profile of a potential candidate in online social networks. The study sample is made up of 76 human resources professionals, namely, Technicians/Staff of Recruitment and Selection of Portuguese companies and the tool of data collection was based upon the sending of an inquiry. The results achieved indicate that online recruitment is a frequent practice in the companies under study, mainly to collect applications and publicize open positions. Among the several advantages associated with its use, one of the most important was the fact of facilitating the contact/access with candidates. As for online social networks, the results suggest that these are used to publicize jobs, contact and recruit people, and LinkedIn appears as the most used online social network by recruiters. Finally, on one hand, it was verified that the specific set of skills in the profile of a candidate in online social networks is the aspect most valued by the companies to proceed to their selection in the social networks and, on the other hand, the release of false data on qualifications may lead to his exclusion.
Nowadays, it is fundamental for Managers of Human Resources to have proactivity, in what concerns the adoption of new strategies to improve their recruitment processes. The introduction of the internet and, of course, of the increased competitiveness in markets lead companies to spend more time, effort and resources on developing their recruitment strategies, since the attraction and retention of people is essential for companies to achieve the much-desired competitive advantage. The main goal of the present study is to analyse the impact of online recruitment and the use of online social networks in the recruitment processes in Portuguese companies. Specifically, it is intended to measure the degree of utilization of online recruitment in companies, understand the reasons behind the choice of this type of recruitment, identify advantages and disadvantages of its use, analyse whether or not companies use online social networks as a mean of recruitment and identify which are the most used, know the reasons that lead companies to use online social networks and, finally, comprehend the most and less aspects valued by companies in the profile of a potential candidate in online social networks. The study sample is made up of 76 human resources professionals, namely, Technicians/Staff of Recruitment and Selection of Portuguese companies and the tool of data collection was based upon the sending of an inquiry. The results achieved indicate that online recruitment is a frequent practice in the companies under study, mainly to collect applications and publicize open positions. Among the several advantages associated with its use, one of the most important was the fact of facilitating the contact/access with candidates. As for online social networks, the results suggest that these are used to publicize jobs, contact and recruit people, and LinkedIn appears as the most used online social network by recruiters. Finally, on one hand, it was verified that the specific set of skills in the profile of a candidate in online social networks is the aspect most valued by the companies to proceed to their selection in the social networks and, on the other hand, the release of false data on qualifications may lead to his exclusion.
Description
Relatório de Dissertação do Mestrado em Gestão Estratégica de Recursos Humanos
Keywords
Recrutamento Processo de recrutamento Tecnologias de Informação e Comunicação Recrutamento online Redes sociais online Recruitment Recruitment process Information and communication technology Online recruitment Online social networks
Citation
Publisher
Instituto Politécnico de Setúbal. Escola Superior de Ciências Empresariais