[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-0-en-105":3,"doc-seo-293114-105":59,"doc-detail-293114-en":130},{"code":4,"msg":5,"data":6},0,"success",[7,13,18,23,28,33,38,43,48,51,55],{"id":8,"doc_module":4,"doc_module_name":9,"category_name":10,"show_sort_weight":11,"slug":12},1,"Document","Story & Novel",90,"story-novel",{"id":14,"doc_module":4,"doc_module_name":9,"category_name":15,"show_sort_weight":16,"slug":17},2,"Literature",80,"literature",{"id":19,"doc_module":4,"doc_module_name":9,"category_name":20,"show_sort_weight":21,"slug":22},4,"Exam",70,"exam",{"id":24,"doc_module":4,"doc_module_name":9,"category_name":25,"show_sort_weight":26,"slug":27},5,"Comic",60,"comic",{"id":29,"doc_module":4,"doc_module_name":9,"category_name":30,"show_sort_weight":31,"slug":32},6,"Technology",50,"technology",{"id":34,"doc_module":4,"doc_module_name":9,"category_name":35,"show_sort_weight":36,"slug":37},7,"Healthcare",40,"healthcare",{"id":39,"doc_module":4,"doc_module_name":9,"category_name":40,"show_sort_weight":41,"slug":42},8,"Research & Report",30,"research-report",{"id":44,"doc_module":4,"doc_module_name":9,"category_name":45,"show_sort_weight":46,"slug":47},9,"Religion & Spirituality",20,"religion-spirituality",{"id":46,"doc_module":4,"doc_module_name":9,"category_name":49,"show_sort_weight":46,"slug":50},"World Cup","world-cup",{"id":52,"doc_module":4,"doc_module_name":9,"category_name":53,"show_sort_weight":52,"slug":54},10,"Lifestyle","lifestyle",{"id":56,"doc_module":4,"doc_module_name":9,"category_name":57,"show_sort_weight":24,"slug":58},19,"General","general",{"code":4,"msg":60,"data":61},"ok",{"site_id":62,"language":63,"slug":64,"title":65,"keywords":66,"description":67,"schema_data":68,"social_meta":123,"head_meta":125,"extra_data":127,"updated_unix":129},105,"en","advances-in-science-technology-and-engineering-systems-journal-vol-6-no-6-innovations-in-recruitmentsocial-media","Advances in Science, Technology and Engineering Systems Journal - Vol. 6 - No. 6 - Innovations in Recruitment—Social Media","","The paper presents a model that supports recruitment by using social media information and deploying it in real practice. It covers an automated solution for downloading social media data, followed by analysis and the creation of a predictive model based on user behavior on social networks. Effectiveness is assessed through formal validation and a case study, including Facebook data extraction via the Prace Na Miru (PM) recruitment application. MBTI-based personality testing informs predictors, and clustering plus machine learning generates stochastic predictions for candidate personality types.",{"@graph":69,"@context":122},[70,84,105],{"@type":71,"itemListElement":72},"BreadcrumbList",[73,77,79,82],{"item":74,"name":75,"@type":76,"position":8},"https://docshare.wps.com","Home","ListItem",{"item":78,"name":9,"@type":76,"position":14},"https://docshare.wps.com/document/",{"item":80,"name":40,"@type":76,"position":81},"https://docshare.wps.com/document/research-report/",3,{"item":83,"name":65,"@type":76,"position":19},"https://docshare.wps.com/document/advances-in-science-technology-and-engineering-systems-journal-vol-6-no-6-innovations-in-recruitmentsocial-media/293114/",{"url":83,"name":65,"@type":85,"image":86,"author":91,"headline":65,"publisher":94,"fileFormat":97,"inLanguage":63,"description":67,"dateModified":98,"datePublished":99,"encodingFormat":97,"isAccessibleForFree":100,"interactionStatistic":101},"DigitalDocument",{"url":87,"@type":88,"width":89,"height":90},"https://docshare.wps.com/thumbnails/advances-in-science-technology-and-engineering-systems-journal-vol-6-no-6-innovations-in-recruitmentsocial-media/293114.png","ImageObject",300,407,{"name":92,"@type":93},"Mali","Person",{"url":74,"name":95,"@type":96},"DocShare","Organization","application/pdf","2026-11-03","2026-09-17",true,{"@type":102,"interactionType":103,"userInteractionCount":39},"InteractionCounter",{"@type":104},"ViewAction",{"@type":106,"mainEntity":107},"FAQPage",[108,114,118],{"name":109,"@type":110,"acceptedAnswer":111},"What is the main objective of the paper?","Question",{"text":112,"@type":113},"To create and verify a recruitment support model using social media information, and to deploy it in practical settings within HRM.","Answer",{"name":115,"@type":110,"acceptedAnswer":116},"How is social media data acquired in the case study?",{"text":117,"@type":113},"Through Facebook data extraction using the Prace Na Miru (PM; Tailored Work) recruitment application with an automated downloading approach.",{"name":119,"@type":110,"acceptedAnswer":120},"How are candidate personality types predicted?",{"text":121,"@type":113},"Using a Myers Briggs Type Indicator (MBTI) personality test to define predictors, then applying cluster analysis and machine learning/decision trees to build a stochastic predictive model.","https://schema.org",{"og:url":83,"og:type":124,"og:title":65,"og:site_name":95,"og:description":67},"article",{"robots":126,"canonical":83},"index,follow",{"doc_id":128,"site_id":62},293114,1789659989,{"code":4,"msg":5,"data":131},{"doc_id":128,"user_id":132,"nickname":92,"user_avatar":133,"doc_module":4,"category_id":39,"category_name":40,"doc_title":65,"doc_description":67,"doc_content":134,"file_id":135,"file_url":136,"file_type":137,"file_size":138,"view_count":39,"is_deleted":4,"is_public":8,"is_downloadable":8,"audit_status":8,"page_count":52,"language":139,"language_code":63,"site_id":62,"html_lang":63,"table_of_contents":140,"faqs":141,"seo_title":142,"seo_description":67,"update_tm":129,"read_time":143,"preview_page_count":4},2336475104362,"https://ap-avatar.wpscdn.com/avatar/22000c4c46a41b752dd?x-image-process=image/resize,m_fixed,w_180,h_180&k=1786595829695023868","Advances in Science, Technology and Engineering Systems Journal Vol. 6, No. 6, 88-97 (2021)  \n[www.astesj.com](www.astesj.com)  \nSpecial Issue on Innovation in Computing, Engineering Science & Technology  \nInnovations in Recruitment—Social Media  \nLucie Böhmová*, Antonín Pavlíček  \nDepartment of Systems Analysis, Prague University of Economics and Business, Prague, 130 67, Czech Republic  \nA R T I C L E I N F O A B S T R A C T  \n\n| Article history:\u003Cbr>Received: 16 July, 2021\u003Cbr>Accepted: 02 October, 2021\u003Cbr>Online: 30 November, 2021 | The main objective and contribution of the paper is to describe the creation of a model to support recruitment using social media information and its deployment in practice. The model includes the design of an automated solution for downloading social media data anda proposalfor the subsequent analysis and creation of a predictive model based on the evaluation of user behavior on a social network. A final assessment of the effectiveness of the proposed model was made through formal validation and a case study. For the case study validation, the proposed model was implemented through use of the recruitment application called Prace Na Miru (PM; Tailored Work) for Facebook data extraction. A Myers Briggs Type Indicator (MBTI) personality test was used to determine the predictors of user social network behavior. Using cluster analysis and machine learning (or decision trees), a stochastic predictive model was developed to determine the personality type of candidates—the accuracy of MBTI personality category prediction ranges between 68% and 84% for individual cases, with a confirmation rate ranging between 43% and 81%. The case study confirmed the model’s usefulness for supporting recruitment in a real-life deployment of the PM model. |\n| --- | --- |\n| Keywords:\u003Cbr>Human Resources Management Innovations in Recruitment Recruitment\u003Cbr>Social Networks\u003Cbr>Data Analysis\u003Cbr>Social Network Analysis Model |  |\n\n1. Introduction  \nAt the beginning of the twenty-first century, communication platforms that allow users to interact with each other have proliferated globally. These platforms gradually began to replicate the social structures of the real world. Within barely five years (2001–2005), social networks as we understand them today took on an established form.  \nThese networks are no longer mere communication channels but are permeating more and more areas and blurring the boundaries between private and professional life. Social networks have also shown their potential in human resources management (HRM), especially in recruitment. Research [1] has found that 43% of organizations use social media sites to research candidates, and approximately 50% of employers report rejecting job applicants because of social media content. [2]  \nThe current state of the labor market is not very favorable for recruitment from the point of view of organizations struggling to find suitable employees. Low unemployment and high demand for employees are forcing organizations to look for new and more  \n*Corresponding Author: Lucie Böhmová, [lucie.bohmova@vse.cz](lucie.bohmova@vse.cz)  \n[https://dx.doi.org/10.25046/aj060613](https://dx.doi.org/10.25046/aj060613)  \neffective recruitment solutions. In this respect, the use of social networks brings an advantage in two ways: they are economically advantageous, and they are an innovative solution [3]-[5] .  \nSocial media such as Facebook, Twitter, and LinkedIn are used by recruiters to attract talent by sharing the company culture and information related to career opportunities. For example, Microsoft has developed a specific website for recruitment, using job blogs and life at work videos to provide relevant information to both active and passive job seekers. Similarly, Deloitte places employee testimonials on social media (e.g., YouTube videos) to allow potential job applicants to learn more directly from the insiders. A shortcoming is the question of whether these job messages can","cbCaiqS5h4QyNWMg","https://ap.wps.com/l/cbCaiqS5h4QyNWMg","pdf",1035696,"English","# Introduction\n## Research problem\n## Objectives and research questions","[{\"question\":\"What is the main objective of the paper?\",\"answer\":\"To create and verify a recruitment support model using social media information, and to deploy it in practical settings within HRM.\"},{\"question\":\"How is social media data acquired in the case study?\",\"answer\":\"Through Facebook data extraction using the Prace Na Miru (PM; Tailored Work) recruitment application with an automated downloading approach.\"},{\"question\":\"How are candidate personality types predicted?\",\"answer\":\"Using a Myers Briggs Type Indicator (MBTI) personality test to define predictors, then applying cluster analysis and machine learning/decision trees to build a stochastic predictive model.\"}]","Advances in Science, Technology and Engineering Systems Journal - Vol. 6 - No. 6 - Innovations in Recruitment—Social Media | PDF",25]