社群招募關係建立模式對被動求職者應徵意圖之影響-以社群媒體LinkedIn之涉入程度為調節變項

Abstract

人才爭奪愈趨競爭，近年來愈來愈多招募人員會改採主動的招募方式，而利用社群媒體進行招募也逐漸成為新的招募趨勢。本研究的目的在於想要了解不同的社群招募關係建立模式與被動求職者的回應以及其應徵意圖之間是否具有相關性，並探討社群媒體LinkedIn之涉入程度的調節效果。 本研究為實驗設計法，進行社群招募訊息的操弄，總共分為兩種腳本，進行隨機發放，共計回收有效問卷為282份。研究結果顯示，關係導向之社群招募關係建立模式對於被動求職者而言會較願意給予回應，而願意回應者，其應徵意圖相對來說也會更高；另外，在專業導向的社群招募關係建立模式中，被動求職者對於社群媒體LinkedIn之涉入程度，會顯著影響其與被動求職者應徵意圖之間的關係。本研究於文末進行研究結果之探討、研究限制及未來研究方向，期能對招募人員以及社群招募實務上提供相關參考。In recent years, more and more recruiters adopt active recruitment methods, and social recruiting has gradually become a new recruitment trend. The purpose of this study is to understand whether there is the relationship between the different relationship-building model of social recruiting and the responses of passive job seekers and their intention to apply, and to explore the moderation effect of the involvement of LinkedIn . This study was an experimental design. Two scripts were designed and issued randomly. A total effective sample of 282 were collected. The study found that passive job seekers are more willing to respond the relationship-oriented of the relationship-building model of social recruiting, while the willing responders also have higher intention to apply. In addition, in the professional-oriented of the relationship-building model of social recruiting, the involvement of social media LinkedIn significantly affect the relationship between professional-oriented and passive job seekers’ intention to apply.