SOCIAL MEDIA SCREENING: IMPACT OF GDPR AND MACEDONIAN LEGAL FRAMEWORK

E-recruitment has been the focus both of research and commercial use in the past decade, with the addition of social media recruitment in the recent years. Public profiles and information on potential candidate have exploded with the emergence of profiles on social network web-sites, which is highly utilized by companies and recruiters in the employment process. Despite different ethical and practical issues, there are also legal ramifications for using personal data of candidates in the recruitment process. The paper focuses on the legal aspects of screening candidates, as part of the recruitment process, more specifically on the screening via social media. Our research examines the introduction of the new GDPR Law which is in effect in EU countries since May 2018, and comparisons are made with the existing laws for data protection of candidates in the Republic of Macedonia, as a candidate member state for the EU. The research shows that screening through social media for reasons other than job performance is considered as a breach in principles through GDPR, as well as considered as discriminatory and illegal in the Macedonian Labor Law. The comparison between GDPR and Macedonian Labor Law shows strong points such as clear lines for direct and indirect discrimination, as well as weak points such as not enough guidelines for transparency, protection and control over candidate data in the Macedonian law. Companies are subject to GDPR regardless of whether they reside in an EU country, making the law of tremendous importance to Macedonian companies which employ or recruit candidates who are permanent residents of the EU. Recommendations are made to engage technology changes in a timely manner, as well as to introduce regular checks on companies for their process of screening candidates through social media

Impact of e-recruitment strategies in enterprises of the Republic of Kosovo

This research presents a general theoretical overview and empirical research on e-recruitment strategies in enterprises of the Republic of Kosovo and at the same time evaluates the effect of e-recruitment on the employment process.The study mainly focused on data from the survey of 317 managers of different levels and owners of enterprises who are present or involved in the Strategic Human Resource Management process. These data argued for the increased potential of electronic recruitment for qualitative selection, competitive advantage and other benefits.Electronic recruitment, although not an official part of recruitment, significantly enhanced the recruitment process and changed the nature of the current recruitment process. Deillon (2014) defines electronic recruitment as a new information technology tool for selecting one of the most important human resource resources. While Barber (1998) defines it as an activity to fill positions efficiently and effectively

Usage of social networks in companies on Macedonian market: Comparative analysis

In recent years, social media have become ubiquitous and important for social networking and content sharing among people and companies. There is a revolution happening from the school room to the board room. It is being driven by a fundamental shift in how we communicate and it is enabled by what we commonly call - social media. Social media touch nearly every part of our personal and business lives. Last year 93% of the companies in Europe used at least one social medium to communicate with current and future customers. According to Financial Times, 97% of the companies in the USA have used social media for recruiting new employees. All these facts were inspiration for this paper to explore and see how companies are integrating social networks in Macedonia. For the purpose of the paper, a survey in Macedonian companies was conducted. Later the data was compared with the data from the previous survey conducted in 2010

E-Recruitment Strategies: A Review

Electronic recruitment as a relatively new phenomenon of the modern recruitment process changed the nature of the recruitment strategies. The digital world has brought a new dimension to recruitment strategies. Internet innovation of Web 2.0 technologies has changed the overall recruitment process. E-Recruitment significantly enhances the recruitment process also known as online recruitment or internet recruiting. Electronic Recruitment has significantly improved the efficiency and effectiveness of recruitment, but the limitation is that it does not allow face-to-face communication. It is good technique for effective use of the internet, improves recruitment skills by enabling postings and job applications. Compare to e-Recruitment, Traditional Recruitment methods focuses on a small group of potential applicants and does not give the organization access to the many passive candidates (talent) required. Electronic Recruitment increase potential for qualitative selection, competitive advantages and other benefits. Electronic Recruitment saves time by quickly processing the redundancy of applicants, easier recruitment of qualified candidates, improves the image of the prospect, provides organizational information between the prospect and the applicant for vacancies, updates job data and there is an expansion of the geographical scope for applicants. The purpose of this literature review is to analyze the issues of defining e-Recruitment strategies. The literature review comprises peer-reviewed journal articles, conference proceedings, white papers and the topic of e-Recruitment strategies

Strategic Human Resources Management tools and techniques through Social Networks

Recruitment is an integral part of the strategic human resource management (SHRM) planning in the organization. Social networks influence the strategic management of human resources in an organization with the information they provide. Social networks have entered the world of strategic recruitment management even though SN are in the advanced stage of formulation and adaptation. SN provide an in-depth discussion to the understanding of the views and opinions of both parties in the recruitment process but still cannot fully replace the traditional recruitment process. The study focuses on the impact of social networks on strategic human resource management and the recruitment process in enterprises of the Republic of Kosovo. Advances in information technology enabled the recruitment process to be developed globally, and this dynamic environment of social networking created sustainable competitive advantages which additionally facilitated strategic human resource planning

Understanding the Consumer Dynamics of AI in North Macedonian E-Business

This study investigates the dynamics of Artificial Intelligence (AI) in e-business, particularly from the perspective of consumers in North Macedonia. The research aims to identify and evaluate the benefits and challenges of AI integration in e-business, explore the ethical concerns related to AI decision-making, and understand the impact of AI on consumer behaviour and preferences

Digital channels diminish SME barriers:the case of the UK

This article investigates the usage of digital channels by UK small- and medium-sized enterprises (SMEs) and assesses the impact caused on their strategic marketing position. The research is based on statistical analysis of 66 surveyed SMEs in the context of the digital era. Despite indications from the relevant literature about the reluctance of SMEs to adopt advances in technological communication, the research reported indicates a high level of usage of digital channels, especially social media (SM). The web 2.0 technologies that facilitate the new digital channels are standardised, interactive, ubiquitous and cheap. These features change the way how companies communicate and shift fundamental marketing and business concepts. Due to this shift, the SMEs’ barriers for technology adoption, including lack of financial resources, knowledge and skills, are diminishing. The latter, supported also by the research findings, increases the impact of SMEs bringing them closer to the large corporations in the global marketplace. The study is significant because it extends previous knowledge on technology adoption, with findings about the adoption of digital channels by SMEs, but more importantly, it opens up a novel insight into strategic literature for SMEs

Corporate entrepreneurship and increasing competitiveness with specific reference to the enterprises in R.Macedonia

Corporate entrepreneurship is new modern management concept in which essence is management with changing environment and constant innovation. Application of the concept of corporative entrepreneurship enables enterprises successful market appearance and achieving competitive advantage. This concept is focused on preparation of enterprises for achievement of innovative capability in different forms. In the applied part of this paper will be performed standard statistical tests such as ANOVA, frequency analysis, will be tested reliability of the questions (variables) in the questionnaire. Basic contribution in this paper is about expansion of the literature in this area and measurement of the intensity of investment as an indicator for the presence of corporative entrepreneurship and increase in the competitive advantage. On the basis of the results will be proposed directions for overcoming of the known state and improving of the working quality of the enterprises through the corporative entrepreneurship concept

The Concept of Gamification and its Use in Software Companies in the Republic of Macedonia

Gamification represents a relatively new term that has become massively popular in recent years. The aim of this paper is to evaluate the various definitions regarding gamification, to present a unified process of designing a gamified system and to research the use of gamification on the territory of the Republic of Macedonia. Gamification focuses on the internal motivators of employees, which are much more powerful and longer-lasting than the external motivators traditionally used in human resource management. Since this concept relies on video games, data demonstrated makes it clear that they are prevalent in each age group and there is no inclination of one sex over the other. The research done through a questionnaire on SMEs in the IT industry on the territory of the Republic of Macedonia was focused on researching the gamification trends in the country and generally gave positive results regarding the level of use and the readiness of the Macedonian managers for gamification. A high percentage of the companies surveyed are using or are in the process of implementing gamified systems and consider that they could bring a number of benefits. The main disadvantages are the lack of understanding by employees and insufficient technical knowledge. The paper contributes in clarifying the gamification concept and distinguishing it from other similar concepts. From a practical standpoint, the presented process for designing a gamified process can be utilized by companies in the IT industry in the future, regardless of the country of origin