社交媒体评估在人员甄选中的应用  

The Application of Social Media Evaluation in the Personnel Selection

作　　者：李志[1,2] 李红 Li Zhi;Li Hong(School of Public Affairs, Chongqing University, Chongqing 400044, China;Center of Public Economics and Policy, Chongqing University, Chongqing 400044, China)

机构地区：[1]重庆大学公共管理学院,重庆400044 [2]重庆大学公共经济与公共政策研究中心,重庆400044

出　　处：《外国经济与管理》2017年第12期100-111,共12页Foreign Economics & Management

摘　　要：社交媒体评估技术是"互联网+"时代的人才评估新技术,国外人力资源专家对其进行了大量的研究。在国外,越来越多的组织开始通过评估候选人的社交媒体内容如Facebook来收集潜在员工的相关信息,并以此作为人事决定的判断依据。本文通过对国外最新的人才测评技术——社交媒体评估技术进行文献分析,探讨了利用社交媒体评估技术进行人员甄选的两大理论模型——透镜模型和现实准确性模型,并且梳理了社交媒体评估技术的具体应用方式,总结了其优势与不足。最后,本文提出了关于我国社交媒体评估应用的启示与思考,以期帮助个人、组织和社会更好地理解社交媒体评估这种新型人员甄选方式在互联网信息时代的应用和发展。Social media evaluation on which foreign human resources experts have done a lot of research is a new way of personnel selection in the ＂Internet Plus＂ age and its application in personnel selection is increasing. More and more organizations, in foreign countries, begin to assess the content of candidates＇ social media like Facebook to collect relevant information of potential employees and take that information as a basis for judgment of making personnel decisions. Based on a review of personnel assessment technology in our country, problems of personnel assessment which the process is complicated and the content lacks accuracy are outstanding increasingly along with the rapid development of computer and internet technologies, so it is necessary to learn about personnel assessment technology which is the latest, in order to promote further innovation and development of China＇s personnel assessment. This paper analyzes the newest personnel assessment technique, namely social media evaluation technique. Firstly, it discusses two theoretical models that social media evaluation technique uses, namely lens model and realistic accuracy model. In the lens model, social media information of the candidates is regarded as visible behavior, the candidates＇ personalities, intelligence, emotional intelligence and work motivations are taken as potential characteristics and the candidates＇ future work performance is seen as distal variable; in the realistic accuracy model, the target object can be obtained from social media information which is described as behavior information. This behavior information is self-expression that is associated with certain personality traits, and the assessor can use this information to obtain the characteristics that may be related to job performance. Secondly, it presents the specific application mode of this technique; researchers often use structural classification to divide the content collected from the social media of candidates into structures including cognitive ability, kno

关 键 词：社交媒体评估 人员甄选 人才测评 新型人才测评技术 

分 类 号：F270[经济管理—企业管理]