| Summary: | 碩士 === 國立中山大學 === 人力資源管理研究所 === 106 === 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.
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