| This study focused on emerging or developing a framework of social media guidelines for Human Resource (HR) practices. The specific HR practices centered on were recruiting, screening and hiring. Standardized social media guidelines are needed for HR managers and recruiters to use when conducting social media background checks to prevent discrimination, selection bias and privacy invasion (Lusk, 2014). The problem of interest that is currently not well understood is the impact of HR conducting social media background checks without applying institutional isomorphism on whether job applicants experience discrimination, privacy invasion and selection bias. The purpose of this study was to apply institutional theory and institutional isomorphism to demonstrate the change necessary in HR recruiting, screening, and hiring when conducting social media background checks, and to develop a framework of social media guidelines to be used for these HR practices. The research method was a qualitative multiple-case study. A field test was performed first with 2 HR experts. Five participants who were HR managers and recruiters were used for the multiple-case study. A framework of social media guidelines was developed for HR Professionals to use to successfully conduct social media background checks for recruiting, screening and hiring purposes. There were two research questions for this study. These HR Managers and recruiters were interviewed, and from their responses an HR Manager and Recruiter Performance Competency model was developed. This model outlined the knowledge, skills, and abilities necessary for conducting social media background checks when recruiting, screening, and hiring. Social media guidelines for social media background checks were also established. Recommendations for future research and practice is for HR professionals to implement the framework of social media guidelines when conducting social media background checks for recruiting, screening and hiring. |
