In-Group Favoritism: A Method Recruiters Select Candidates on Social Network in Dubai

Business Research Method

Coursework 1

In-group favoritism: A method recruiters select candidates on social network in Dubai

What is the dissertation about and why is it important?

In todays dynamic changing world, recruiters want to hire the best of what is available and to get the best they want to explore all the options open to them. Social networking being a vast area of research is playing a vital role in all industries at all fields and also becoming an appealing tool for recruiters in searching of right candidates (Knoke, Yang and Knoke, n.d.). This paper enlightens the increased popularity of social network as a recruitment tool and the positive impact it has set in the recruitment industry. And how the in-group favoritism plays a vital role for recruiters in select candidates who are favorable to them. Social network being a vast area to search through which candidates from different regions of the world can be attracted and selected, but recruiters prefer in-group candidates rather than the out-group candidates (Headworth, n.d.). Social network can advance itself for pursuing passionate and fascinated employment candidates (Scholarworks.umass.edu, 2015). Dubai having a resident population of approximately 2,000,000 out of which three fourth are expats from different countries. Dubai has a large amount of labor force from different parts of the world (S et al., 2014). Which also contributes to a variety of nationality to choose from. Recruitment from different nationalities will bring in different ideas in development of the company as well as of Dubai as well. Bias created on the bases of disability, ethnicity, sex, age, race and different appearances endures to misrepresent recruiters hiring evaluations and thus constraint work opportunities for previously rejected groups (Bendick and Nunes, 2012). This research mainly aims to contribute towards the recruitment sectors in Dubai.

Research question, aim and objective:

Research Question:

How is social network used by recruiters to successfully appeal and screen in-group job candidates?

Aim: 

This research aims to highlight the rapidly increasing use of social network as medium for recruitment and the biased selection of in-group candidates.

Objective:

Outlining the relationship between the recruitment and social networking.

Providing the clear picture about how recruiters are using social network as a medium of hiring people.

To bring in light the use of in-group preference in Dubai

Theory:

Recruiters in firms or recruitment organizations, are agents between organizations hunting for a fresh employee, and employees looking for a new employment, profession, or additional work opening (Buechler, 2010). There are many sources of recruitment where as social networking comes under external sources of recruitment. External recruiting is commonly functional by many organizations. Firstly, this inspection might appear confusing because, conflicting to strangers, internal applicants have already accumulated the organizations human capital. Furthermore, by using external recruitment, the organization damages its status of idolization worthy functioning of its existing employees through upgrade to superior levels (Kräkel, Szech and von Bieberstein, 2014). The process of recruitment will involve creating an online social network arrangement which will attract candidates (Ollington, Gibb and Harcourt, 2013) and influencing online social network authority method which will be used to screen the candidates (Kluemper and Rosen, 2009). Internet originally appeared as a hiring device by the 1990 mid and it was then acknowledged by the channels as the trainer behind a revolution of recruitment due to the profits it can create for recruiters (Parry and Wilson, 2009). Numerous fluctuations have occurred on social networking since it has first started, from being the single web-based assistance which permitted operators to basically make a profile, share links among others, and see others profiles and links, they developed into a flexible individual and commercial instrument (Melanthiou, Pavlou and Constantinou, 2015). Social identity theory links how performance and individuality differ according to situation created on individuals smooth examples of themselves by way of persons or as fellows of groups. Describing social identity theory can be done for individuals self structured that is categorical (Reid and Deaux, 1996), intergroup relations personality and the link between individual towards the wider social organization (Breakwell and Canter, 1993).  In-group preference has remained a recognized and well reviewed incidence where members of the same group have favored treatment (Lewis and Sherman, 2003). In-group bias result is specifically dominant for attributes such as sex, culture or upbringing, however it also reports for relationships in fewer marked classifications such as career background and interests (Bendick and Nunes, 2012). Any group external of a person's in-group or the group that could be a possible contender for the resource can be described as out-group derogation. Out-group individuals might be encouraged to go and enter the in-group so that they can achieve entry to restricted or earlier unapproachable resources (REDMOND, 2011). Individuals will network among out-groups, however use dissimilar policies with both. Associates of a particular in-group get a feeling of assurance towards the group and benefit better appreciation from their feel of fitting in the group (Capozza and Brown, 2000).

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