This is a Master Thesis Proposal. I have three idea for topics, not sure which one I will use but make adjustment to the topics as I need a topic within that area. You can also add social network if...

Running head: ROLE OF ETHICAL VALUES AND SOCIAL NETWORKING SITE IN E-RECRUITMENT

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ROLE OF ETHICAL VALUES AND SOCIAL NETWORKING SITE IN E-RECRUITMENT
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Role of ethical values and social networking site in e-recruitment
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Role Of Ethical Values And Social Networking Site In E-Recruitment
Ethical practices play significant roles in the selection and recruitment process since human resources are the primary source of viable advantage for business if hired and managed adequately. It is, therefore, crucial to consider ethical practices as it is the first step to ensuring that candidates undergo merit-based, fair, and equal review. Besides, it helps in ensuring that the targeted candidates have the desired knowledge, competencies, and can perform their duties to the expected level if hired. The cu
ent thesis answers the following research question: How would the role of ethical values result in effective e-recruitment? The challenges of today coupled with dynamics in technology influence the roles played by the internet in creating new opportunities for organizations to communicate and work: the inception of social networking sites into the business landscape, especially the field of recruitment results in demand for information about e-recruitment trends with regards to social networking sites. The cu
ent thesis also responds to the following research question: How would the role of the social networking site result in effective e-recruitment?
The e-recruitment process
E-recruitment is one of the latest trends in recruitment due to the widespread use of the internet. According to social recruiting Survey result of 2014 by Jobvite, 73% of recruiters hire candidates via social media networks (Hada &Gairola, 2015). The first step of e-recruitment was advertising jobs on organization website which has improved efficiency of the recruitment process. E-recruitment refers to a way of executing strategies, policies, as well as practices in organizations using the conscious and directed support of an/or web-based channels (woźniak, 2014). The Internet can be used as a means of recruitment in three ways: making use of online jobs, the addition of recruiting pages to an organization site that has been in existence, and making use of electronic advertisements on social media sites (Unadkat, 2012). E-recruitment is characterized by the reduced cost of advertising, faster exchange of information, the orientation of the target group, quality applications, and diversity of application (Abel, 2011). Therefore, e-recruitment process entails using web-based technology to hire new employees.
Theory of planned behavio
The theory of planned behavior describes primary factors influencing a person's intentions to behave in a specific way. The moment a person shows the intention to engage in an activity, he or she is likely to proceed until certain alleviating circumstances arise. The primary factors influencing a person's intentions to behave include: the attitude a person has towards the behavior or activity, the perceived subjective norms with regards to the behavior, and the difficulty experienced while engaging in the activity (Kuyath, 2005). The theory of planned behavior states that the attitude of seeking the job is a function of the person's beliefs that behavior culminates to specific outcomes, like the job offer, and the person's examination of these outcomes. The attitude towards seeking job can be examined in three ways: asking the applicants to show the level to which they would consider it sensible, wise, and essential to proceed to look for the job (Schreurs, Derous, Hooft, Proost, & De Witte, 2009). Ability to examine attitude towards seeking the job is an essential tool for determining effective recruitment process since it is relative to a person's belief and can be used to predict job pursuit intention in the past.
According to the theory of planned behavior, subjective norms involves a person's belief regarding the level to which others think the person should behave. Also, subjective norms are required to examine the social pressures on people to either engage or not engage in a specific behavior (Mohamed, Fethi, & Djaoued, 2017). Therefore, recruiters can use subjective norms to determine whether applicants can perform the desired behavior related to the job vacancy. Finally, perceived behavioral control refers to the perception of a person towards his or her ability to perform a specific behavior as perceived by other people who find it easy or difficult to perform the behavior (Hada &Gairola, 2015). The perceived behavioral control has a significant positive impact on the recruitment process as it enables recruiters to examine the ability of the applicant to perform the desired behavior.
How would the role of ethical values result in effective e-recruitment?
In general, ethical values are the aspects of behavior that govern how an individual or a group behaves. According to Evin (2007), ethical values describe the emphasis on identifying the right or wrong in human relations. Making an ethical decision involves normative decisions and morality. Normative judgments postulate that something can either be good or bad, right or wrong. On the other hand, morality can be defined as desirable behaviors in society (as cited in Sarah, Sang, & Ngure, 2018). Besides, ethics focuses on the values an individual would like to express in a specific scenario, while morality focuses on the method of exercising values (Evin, 2007). Recruiters with ethical behaviors are believed, to be honest, impartial and fair in the selection process. Besides, they revere the rights of other people and acknowledge the...