本研究旨在調(diào)查菲律賓通過使用社交媒體平臺(tái)進(jìn)行招聘的過程。本研究的目標(biāo)如下:首先,菲律賓的雇主和在線求職者如何利用傳統(tǒng)社交媒體平臺(tái)進(jìn)行招聘。其次,雇主如何看待使用社交媒體的成本和收益。最后,通過社交媒體招聘改變了雇主和求職者看待招聘過程的方式,而不是傳統(tǒng)的招聘方式或方法。研究結(jié)果成為本文最后一部分研究人員推薦的基礎(chǔ)。在數(shù)據(jù)收集方面,研究者采用了定量類型的方法,采用了在線調(diào)查的方式。研究人員做了三次調(diào)查讓受訪者回答。這項(xiàng)調(diào)查已經(jīng)吸引了227名受訪者。將數(shù)據(jù)分析、表格、頻率等重要信息進(jìn)行整理整理,并在研究中進(jìn)行討論。通過在線調(diào)查收集的所有數(shù)據(jù),這項(xiàng)研究的主要發(fā)現(xiàn)是,大多數(shù)居住在菲律賓的個(gè)人使用社交媒體作為他們找工作的主要來源。當(dāng)談到成本和效益時(shí),公司正在采用他們似乎可以給他們一個(gè)改進(jìn)的組織形象,消耗更少的努力,可以到達(dá)地理位置和時(shí)間效率。他們選擇了這種類型的招聘方法而不是使用傳統(tǒng)的招聘方法。當(dāng)被問及用于招聘目的的這一工具是否能提高效益和降低組織中的招聘成本時(shí),大多數(shù)受訪者認(rèn)為和同意。此外,雇主和企業(yè)也將社交媒體作為招聘的主要平臺(tái)。此外,還為雇主和求職者提供了一些建議,以充分利用社交媒體作為菲...

【文章頁數(shù)】：83 頁

【學(xué)位級別】：碩士

【文章目錄】：
中文摘要
Abstract
Chapter One Research Background
    1.1 Introduction
        1.1.1 Background of the Study
        1.1.2 Significance of the Study
    1.2 Structure of the Study
    1.3 Research Aim of the Study
    1.4 Statement of the Problem
    1.5 Research Innovation and Limitation
        1.5.1 Innovation in Research View
        1.5.2 Research Scope and Limitation
Chapter Two Literature Review and Theoretical Analysis
    2.1 Defining Recruitment and Selection
        2.1.1 Importance of Hiring the Right Employee
        2.1.2 Hiring employees and its Cost
        2.1.3 Hiring Techniques
    2.2 Recruitment through Social Media Platforms
    2.3 Social Media Platforms and its Uses
    2.4 Impact of Hiring Through SMP on Companies and Organizations
        2.4.1 Pros of Social Media Platforms in the Business World
        2.4.2 Cons of Social Media Platforms in the Business World
        2.4.3 Advantages on Employers
        2.4.4 Limitations for employers
        2.4.5 Advantages on Job seekers
        2.4.6 Limitations on Job seekers
Chapter Three Methodology
    3.1 Research Approach
    3.2 Research Strategy and Data Collection Method
    3.3 Formulation of Questionnaire
Chapter Four Presentation of Result
    4.1.Demographic Profile of Respondents for Survey I
        4.1.1 Gender
        4.1.2 Age
        4.1.3 Occupational Status
        4.1.4 Civil Status
    4.2 Preference on Sourcing Potential Job
    4.3 Social Media Engagement Rate
    4.4 Social Media Platforms Usage Rate
    4.5 Job Notification Through Social Media Rate
    4.6 Social Media Awareness Rate
    4.7 Social Media Efficiency Rate
    4.8 Data Results for Survey/Questionnaire II
        4.8.1 Platform for Recruitment
        4.8.2 Usage of Social Media Sites
        4.8.3 Candidate Screening
        4.8.4 Decision Making
    4.9 Data Results on Survey/Questionnaire III
        4.9.1 Cost of Recruitment
        4.9.2 Efficiency Rate
        4.9.3 Geographical Locations
        4.9.4 Time Efficiency on Recruitment Through Social Media Platforms
        4.9.5 Benefits and Cost of Recruitment Through Social Media Platforms
        4.9.6 Satisfaction Rate
        4.9.7 Social Media Platforms over Traditional Recruitment Methods
Chapter Five Research Findings and Analysis
    5.1 Social Media Utilization
    5.2 Cost and Benefits of using Social Media Platforms in the Recruitment Process
    5.3 Paving the Way for Social Media Platforms in the Recruitment Process
Chapter Six Conclusion and Recommendation
    6.1 Summary of Findings/Conclusion
    6.2 Recommendation
        6.2.1 Recommendation for Employers
        6.2.2 Recommendation for Job Seekers
        6.2.3 Recommendation for Both Parties
Appendix
List of Figures
List of Tables
References
Acknowledgement
Researcher's Resume



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