Social media and e-recruitment of human resource management practitioners

Abstract

This study's main goal was to examine how human resource management practitioners in Panabo City used social media and e-recruitment. A non-experimental quantitative research design utilizing the descriptive-correlation technique was employed in the study to describe the statistical association between the variables. With the use of stratified random sampling,15 human resource management practitioners in Panabo City are the study's respondent. The mean and standard deviations are used to present the data that the statistician collected, examined, and summarized for descriptive statistics. The relationship between the independent and dependent variables was ascertained using correlation analysis. The results showed that social media got overall mean 3.62, this mean that the level of social media is much manifested and e-recruitment got the overall mean of 4.12 consider as high, which mean that the level of e-recruitment is remarkably developed, using social media to reach a larger pool of people is less expensive, and that many companies have implemented equal opportunity for applicants. Also it was showed that the organizations used social media to speed up the hiring process, while they were unable to lower hiring costs. The data also showed an r-value of 0.0508 and a p-value of 0.85732, which is greater than 0.05. It reveals that there is no significant relationship between social media and e-recruitment of human resource management practitioners.