Qualitative analysis reveals recruiters' views on LinkedIn's role in personal branding for business graduates, pointing to best practices.
This study aimed to explore the perceptions and experiences of Human Resource Recruiters regarding LinkedIn as an online personal branding representation of recent business program graduates by using a phenomenological approach. The population of interest comprises Human Resource Recruiters that use LinkedIn and hire recent business graduates.The recordings and or transcripts of the interviews were utilized to conduct an interpretative phenomenological analysis to identify broader themes across the data set. The identified themes follow the same order as the questions conducted during the sessions. The five themes that emerged are (1) Social platforms utilized by HR recruiters, (2) HR recruiters' experiences of using LinkedIn in recruiting recent business graduates, (3) The LinkedIn profile and personal branding, (4) LinkedIn impression management behaviors observed by HR recruiters as best practices by job candidates, and (5) HR recruiters recommendations for managing their profile to communicate a solid personal brand.
No takes yet. Share an insight, caveat, or question.
Valdéz et al. (2022) studied this question.
Synapse has enriched 5 closely related papers on similar clinical questions. Consider them for comparative context: