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Using the Internet to Attract and Evaluate Job Candidates
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Author(s): William Ross (University of Wisconsin - La Crosse, USA)and Ross Slovensky (University of Wisconsin - La Crosse, USA)
Copyright: 2012
Pages: 13
Source title:
Encyclopedia of Cyber Behavior
Source Author(s)/Editor(s): Zheng Yan (University at Albany - SUNY, USA)
DOI: 10.4018/978-1-4666-0315-8.ch046
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Abstract
The development of the Internet affords new opportunities for organizations as they add talent to their workforce. Employers are using third-party job placement websites (e.g., Monster.com), virtual job fairs, social networking websites, and even massively multiplayer online games such as Second Life to recruit job candidates. Organizations are also using their own websites to both attract and to evaluate new applicants. Accompanying these trends is the use of Internet-based testing for evaluating job candidates. Such testing varies based on whether it is proctored or unproctored and whether it incorporates dynamic computer adaptive testing. Finally, many firms are using individual candidate’s social networking websites (e.g., Facebook) as a background screening tool for evaluating job candidates. These trends are described and research questions identified.
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