<?xml version="1.0" encoding="ISO-8859-1"?><article xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink" xmlns:xsi="http://www.w3.org/2001/XMLSchema-instance">
<front>
<journal-meta>
<journal-id>1692-0279</journal-id>
<journal-title><![CDATA[AD-minister]]></journal-title>
<abbrev-journal-title><![CDATA[AD-minister]]></abbrev-journal-title>
<issn>1692-0279</issn>
<publisher>
<publisher-name><![CDATA[Escuela de Administración  de la Universidad EAFIT]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S1692-02792019000100139</article-id>
<article-id pub-id-type="doi">10.17230/ad-minister.34.7</article-id>
<title-group>
<article-title xml:lang="en"><![CDATA[Digital footprint in Web 3.0: Social Media Usage in Recruitment]]></article-title>
<article-title xml:lang="es"><![CDATA[Huella en Internet en la Web 3.0: Uso de redes sociales en el reclutamiento]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[BOUDLAIE]]></surname>
<given-names><![CDATA[HASAN]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[NARGESIAN]]></surname>
<given-names><![CDATA[ABBAS]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[KESHAVARZ NIK]]></surname>
<given-names><![CDATA[BEHROOZ]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="Af1">
<institution><![CDATA[,Allameh Tabataba&#8217;i University  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Iran</country>
</aff>
<aff id="Af2">
<institution><![CDATA[,University of Tehran  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Iran</country>
</aff>
<aff id="Af3">
<institution><![CDATA[,University of Tehran  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Iran</country>
</aff>
<pub-date pub-type="pub">
<day>00</day>
<month>06</month>
<year>2019</year>
</pub-date>
<pub-date pub-type="epub">
<day>00</day>
<month>06</month>
<year>2019</year>
</pub-date>
<numero>34</numero>
<fpage>139</fpage>
<lpage>156</lpage>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://www.scielo.org.co/scielo.php?script=sci_arttext&amp;pid=S1692-02792019000100139&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.co/scielo.php?script=sci_abstract&amp;pid=S1692-02792019000100139&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.co/scielo.php?script=sci_pdf&amp;pid=S1692-02792019000100139&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="en"><p><![CDATA[ABSTRACT Social media plays important role in many aspects of organizational life, and have become increasingly important in recruitment decisions. The purpose of this study is to understand the key issues in the use of digital footprint in recruitment, by using theme analysis as the research method, 10 managers of human resource department at Iranian banks who were responsible for recruiting of employees were interviewed. Nine themes emerged from the analysis: (a) Digital footprint usage enhances the complexity of employment processes, (b) The use of digital footprint in employment processes leads to the optimization and acquiring visions with regard to job applicants, (c) The impact and significant positive role of social media on maintaining employees, (d) Connecting networks available on social media lead to detection of reciprocal opportunities and bridging among job applicants and employers,(e) The role and desired implication of social media in post-employment processes, (f) The need for updating the knowledge of HR managers with respect to the continuous changes in environmental conditions , (g) The necessity of offering an opportunity to job applicants in high level posts within an  organization to explain the negative results of information collected from applicant&#8217;s digital footprint on cyber space, (h) The need for measuring the accuracy of information collected from social media, (i) The necessity of educating, culture-building and creating the essential infrastructures for social media use in the society and among employees. The results of this study provide insight to effects of digital footprints on recruitment decisions, reduction of disciplinary actions and firing of employees. JEL: M00, M10, M15]]></p></abstract>
<abstract abstract-type="short" xml:lang="es"><p><![CDATA[RESUMEN Los medios sociales desempeñan un papel importante en muchos aspectos de la vida organizacional y se han vuelto cada vez más importantes en las decisiones de reclutamiento de personal. El propósito de este estudio es comprender los asuntis clave en el uso de la huella en Internet en el proceso de reclutamiento, mediante el análisis del tema como método de investigación, se entrevistaron 10 gerentes del departamento de recursos humanos de bancos iraníes que fueron responsables del reclutamiento de empleados. Nueve temas surgieron del análisis: (a) el uso de la huella en Internet aumenta la complejidad de los procesos de empleo; (b) el uso de la huella en Internet en los procesos de empleo conduce a la optimización y la adquisición de visiones con respecto a los solicitantes de empleo; (c) el impacto y el importante papel positivo de las redes sociales en el mantenimiento de los empleados; (d) la conexión de las redes disponibles en las redes sociales conduce a la detección de oportunidades recíprocas y a la construcción de puentes entre los solicitantes de empleo y los empleadores; (e) la función y la implicación deseada de las redes sociales en los procesos posteriores al empleo; (f) la necesidad de actualizar el conocimiento de los gerentes de recursos humanos con respecto a los cambios continuos en las condiciones ambientales; (g) la necesidad de ofrecer una oportunidad a los solicitantes de empleo en puestos de alto nivel dentro de una organización para explicar los resultados negativos de la información recopilada a través de la huella en Internet del solicitante en el ciberespacio; (h) la necesidad de medir la precisión de la información recopilada de las redes sociales; (i) la necesidad de educar, construir cultura y crear las infraestructuras esenciales para el uso de las redes sociales en la sociedad y entre los empleados. Los resultados de este estudio proporcionan información sobre los efectos de las huellas en Internet en las decisiones de reclutamiento, la reducción de las medidas disciplinarias y el despido de empleados. JEL: M00, M10, M15]]></p></abstract>
<kwd-group>
<kwd lng="en"><![CDATA[Digital Footprint]]></kwd>
<kwd lng="en"><![CDATA[Social media]]></kwd>
<kwd lng="en"><![CDATA[Recruitment]]></kwd>
<kwd lng="en"><![CDATA[Human Resource Management]]></kwd>
<kwd lng="es"><![CDATA[Huella en internet]]></kwd>
<kwd lng="es"><![CDATA[redes sociales]]></kwd>
<kwd lng="es"><![CDATA[reclutamiento]]></kwd>
<kwd lng="es"><![CDATA[gestión de recursos humanos]]></kwd>
</kwd-group>
</article-meta>
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