Job search information behaviours: An ego-net study of networking amongst young job-seekers

Networking is considered an integral feature of job search, yet its behavioural manifestation has received little attention in the extant literature. Here this is addressed in a study of young job-seekers that adopted an egocentric network approach underpinned by Information Behaviour theory, with specific reference to Wilson's model of information needs and seeking. The analysis of data from semi-structured interviews reveals that job-seekers acquire a broad range of job search information from contacts in their networks, and that the contributions of such contacts extend beyond the sharing of job vacancy alerts. In addition, in cases where social media platforms are accessed by job-seekers, these facilitate crucial ties to industry contacts, and provide valuable informational opportunities to those who adopt them. These findings contribute to a widened understanding of the information behaviours that support the effective mobilisation of contacts within social networks during job search, and are of particula

Alternative paradigms and the study and practice of performance management and evaluation

Performance management and evaluation (PME) is a well-established element of any organizational system of human resource management. However, the research field for PME is dominated by a one-dimensional approach located within positivist ontology. This paper explores and compares this positivist approach to PME with approaches located in other paradigms, more specifically interpretivism and critical theory. The paper argues that paradigmatic diversity in the study of PME would contribute a multidimensional, more sophisticated and nuanced approach. While research on PME within interpretivist and critical paradigms has been conducted over many years it is largely ignored or rejected in North America where a focus on managerialist prescriptions drives the research agenda. This paper calls for innovation through paradigmatic diversity in PME research and scholarship rather than further, incremental development of prescriptive models

Using social media for job search: Evidence from generation Y job seekers

Purpose — This study aims to investigate the extent to which Generation Y job seekers use social media to enhance their job search experience. Design/Methodology/Approach — The chapter draws on an in-depth analysis of qualitative data gathered from 29 interviews with recent university graduates in Human Resource Management (HRM). Findings — The findings of this study challenge popular stereotypes and anecdotes which seem to suggest that the power of technology come naturally and easily to Generation Y users (The Economist, 2010). It also suggests that young people, particularly graduates are unprepared for the job market. Many of them are stuck in the traditional ways of looking for a job despite the information that is available for them to exploit modern technologies to enhance their job search experience. Implications—Colleges and universities should include modern job search techniques such as social media into their curricula. In addition, career centers and employers need to play their part in disseminating information about how social media can be used by graduates to search for jobs. Originality/Value — The study emphasizes the need for individual users to exploit technology such as social media to enhance their professional and career success