通过社会网络上的一个页面对申请者进行评估

E. Gasparovich, A. Dudina
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引用次数: 0

摘要

目前,许多公司都在考虑没有工作经验的求职者。没有客观的信息来评估应聘者,但同时几乎每个人都能找到自己的第一份工作。在招聘时缺乏基本特征的情况下,人力资源服务部门需要从其他方面对应聘者进行评估。对应聘者进行画像的方法之一是分析他在社交网络上的页面。社交网络可以作为应聘者爱好、兴趣和过去项目的良好信息来源。剖析技术可用于对社交网络进行定性评估。研究中提出的理论分析表明,在包括人事服务在内的各个领域都有各种方法来对人进行特征分析。最有前途的技术是利用数字特征分析对应聘者进行评估。 在研究过程中,发现了在简历中没有可供评估的基本特征(如工作经验、资历、获得的技能和成就)的情况下,如何编制应聘者的完整肖像的问题。 这项研究的新颖之处在于,社交媒体画像技术并未在人力资源服务部门得到广泛应用。 使用社交媒体特征分析的实际意义在于,招聘人员可以根据这一技术对没有工作经验的求职者做出初步结论。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
EVALUATION OF THE APPLICANT BY PROFILING A PAGE ON A SOCIAL NETwORK
At the moment, many companies are considering candidates without work experience. There is no objective information to evaluate the applicant, but at the same time almost everyone finds their first job. In the absence of basic characteristics when hiring, HR services need to approach the evaluation of the candidate from other sides. One of the ways to make a portrait of a candidate is to analyze his page on social networks. Social networks can serve as a good source of information about hobbies, interests, and past projects of the applicant. Profiling technology is used for qualitative assessment of social networks. The theoretical analysis presented in the study showed that there is a variety of methods of profiling people used in various fields, including personnel services. The most promising technology is the evaluation of the applicant using digital profiling. In the course of the study, the problem of compiling a complete portrait of a candidate was identified, provided that there are no basic characteristics for evaluation in the resume (such as work experience, seniority, acquired skills and achievements). The novelty of the study lies in the fact that the technology of social media profiling is not widely used among HR services. The practical significance of the use of social media profiling lies in the fact that it is on the basis of this technology that a recruiter can make a primary conclusion about an applicant who has no work experience.
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