Abstract

The digital transformation has significantly altered recruitment processes in German industrial companies, expanding the scope of candidate assessment beyond traditional methods such as resumes and interviews. This study investigates the influence of applicants’ social media profiles on recruitment decisions in these organizations. Key objectives include understanding the extent to which recruiters use social media in their hiring decisions, identifying impactful social media content, and exploring how the importance of social media varies with different positions and seniority levels. Through qualitative research involving interviews with HR managers, this study reveals a lack of uniformity in the use of social media profiles during recruitment. While some recruiters consider social media an essential tool for evaluating socio-psychological traits, others express concerns about legal and ethical implications, particularly in relation to the General Data Protection Regulation (GDPR) of the European Union. The findings indicate a predominant focus on professional networks like LinkedIn, while personal platforms are scrutinized less frequently due to privacy concerns. This research contributes to the understanding of digital recruitment practices by highlighting the complexity and variability of social media use in hiring. It emphasizes the need for a balanced approach that respects candidates’ privacy while leveraging social media’s potential benefits. The study also underscores the evolving nature of recruitment strategies, suggesting that as digital natives advance into senior roles, the integration of social media in recruitment processes may become more prevalent.