EFFECTS OF SOCIAL MEDIA IN RECRUITMENT AND SELECTION PROCESS

OF SELECTED MANUFACTURING COMPANIES IN

FCIE DASMARIÑAS, CAVITE

A Research Proposal Presented to Faculty of the

College of Business Administration and Accountancy
De La Salle University - Dasmarinas

In Partial Fulfillment of the Requirements for the Degree

Bachelor of Science in Business Administration

By

Ryan Carlo P. Buenaobra

Baby Rosse Ann G. Baylon
Katrina Danielle I. Belario

January 2023
 ii

DE LA SALLE UNIVERSITY – DASMARINAS

CERTIFICATION

This research proposal entitled “EFFECTS OF SOCIAL MEDIA IN RECRUITMENT

AND SELECTION PROCESS OF SELECTED MANUFACTURING COMPANIES IN
FCIE DASMARIÑAS, CAVITE”, prepared and submitted by RYAN CARLO P.
BUENAOBRA, BABY ROSSE ANN G. BAYLON AND KATRINA DANIELLE I.
BELARIO, in partial fulfillment of the requirements for the Degree Bachelor of
Science in Business Administration has been examined and recommended for oral
examination.

DR. OSCAR P. LACAP, JR. DR. JOSEPH R. ESTILLER

Subject Teacher Adviser

APPROVAL

Approved by the Panel of Examiners on oral presentation on ______________

with a grade of ________.

COMPLETE NAME
Chair, Panel of Examiners

COMPLETE NAME COMPLETE NAME

Panel Member Panel Member

Accepted in Partial Fulfillment of the requirements for the Degree Bachelor of

Science in Business Administration.
RUEL D. ELIAS, MM DR. JACQUELINE L. MORTA
Chairperson, BMD Dean, CBAA
ACKNOWLEDGEMENT
 iii

First and foremost, the researchers give thanks to God Almighty for all the
blessings, the wisdom and the strength to finish this study.

To the following, immeasurable appreciation and deepest gratitude is also

expressed:

Dr. Oscar P. Lacap, Jr, their mentor for his critical comments and suggestions to
improve their paper.

Dr. Joseph R. Estiller, their adviser for his untiring support to finish their paper.

To Mr. Raymond Ibasco, for his suggestions and inputs to for this study.

To their panel examiners and members, for their critics and recommendations to
improve the paper.

Their parents, who patiently and untiringly supported them from the start up to
the completion of this paper. For all the love, understanding and support financially,
physically, and emotionally. To other members of their families who are always been
there in tough times, big thanks and love to all of them.

Their friends, classmates, and professors at DLSU – Dasmarinas who

continuously inspire them to grow professionally, may the Almighty God bless you all.

To all the people who have been part of this study, thank you and may God bless
all of you always.

RPB / BGB / KIB

 iv

CERTIFICATE OF ORIGINALITY
DE LA SALLE UNIVERSITY – DASMARINAS
DEED OF DECLARATION

I, (RYAN CARLO P. BUENAOBRA, BABY ROSSE ANN G. BAYLON AND

KATRINA DANIELLE I. BELARIO) hereby submit our Research Proposal for oral
examination, entitled “EFFECTS OF SOCIAL MEDIA IN RECRUITMENT AND
SELECTION PROCESS OF SELECTED MANUFACTURING COMPANIES IN FCIE
DASMARIÑAS, CAVITE” truthfully declared that the said research is a product of
our original research and investigation.

We further declare that should this school eventually discover that a

substantial portion of our paper is lifted, in toto, from the original sources using
exactly the same words of the author in more than 50% of the whole content, we
reserve the right to De La Salle University Dasmarinas to recall our bachelor’s
degree in business administration and cancel the degree granted to us.

Signed this (date), at De La Salle University- Dasmarinas Cavite, Philippines.

RYAN CARLO P. BUENAOBRA

BABY ROSSE ANN G. BAYLON
KATRINA DANIELLE I. BELARIO
TABLE OF CONTENTS
 v

PRELIMINARIES Page
Title Page i
Certification and Approval Sheet ii
Acknowledgment iii
Certificate of Originality iv
Table of Contents v-vi
List of Tables vii
List of Figures viii

Chapter
1 THE PROBLEM AND IT’S BACKGROUND
Introduction 1
Background of the Study 2
Theoretical Framework 3
Conceptual Framework 4
Statement of the Problem 5
Hypothesis (if any) 5
Scope and Delimitation 6
Significance of the Study 7
Definition of Terms 8

2 REVIEW OF RELATED LITERATURE AND STUDIES

Foreign Studies 9-12
Foreign Literature 12-20
Local Studies 20-22
Local Literature 22-26

3 RESEARCH METHODOLOGY

Research Design 27
Description of Respondents 27-28
Sampling Technique 28
Research Instrument 29
Data-Gathering Procedure 30
Statistical Treatment of Data 30-32

BIBLIOGRAPHY
 vi

APPENDICES
Questionnaire
Request letter to conduct survey
Adviser’s Acceptance From
Curriculum Vitae

LIST OF TABLES
 vii

Table Description Page

1 Population and Sample Size 27
2 Likert Scale 28
3 Weighted Mean Interpretations 30

LIST OF FIGURES

Figure Description Page

 viii

1 Social Media and Talent Acquisition Model 3

2 Cause and Effect Model 4
 Chapter 1

THE PROBLEM AND ITS BACKGORUND

Introduction

Social media has become a huge part of everyday life of people. It is the platform

that help to communicate, interact, collaborate, share information, and connect with

others. Today, in this age of modern advances in technology, it is very difficult for a lot

of people to remove social media in daily activities. According to “The 2022 Social

Media Demographics guide”, 3.2 billion people or 42% of the world’s population use

social media (Khoros, 2022). In this study, the focus of the researchers is to determine

the effects of social media in recruitment and selection process as perceived by

selected manufacturing companies.

The manufacturing industry comprises more than half of Philippine industrial

sector and accounts for almost a quarter of the country’s Gross Domestic Products

(Department of Trade and Industry, 2020). Its contribution to the national economy is

very important. Therefore, acquiring the necessary talent in this industry will be critical.

Recruitment and selection process in manufacturing industry is key to sustain the talent

and labor force in this industry.

There are quite several studies about the use of social media in recruitment

process, but the effects of social media profile content, its positive and negative

implications in job application is not clearly discussed. To show the effects of social

media in recruitment and selection process and to contribute to the talent acquisition in

the manufacturing industry are what motivates the researchers to conduct this study.
 2

Background of the Study

The Human Resource Personnel of selected manufacturing companies within the

First Cavite Industrial Estate (FCIE) will be the respondents of this study. They are

considered to be in the best position and most knowledgeable, to give the information

for the accomplishment of this paper. These respondents have the knowledge and

experience to determine the effects of social media in the recruitment and selection

process.

The city of Dasmariñas, Cavite is known as the industrial giant of Calabarzon

area. It is one of the most promising local government units in the province of

Cavite. There are many different companies located within the city. This study will focus

in one of the major industries in the city of Dasmariñas, Cavite, particularly the

manufacturing industry located inside First Cavite Industrial Estate (FCIE).

FCIE is a 159.5-hectare industrial subdivision built to accommodate all basic

needs of manufacturing concerns of light-to-medium scale industry. It is being managed

by FCIE Association, Incorporated as a private entity which is composed of local and

multinational companies. It is situated in Barangay Langkaan, city of Dasmariñas,

Cavite with approximately 101 companies operate in the zone. With more than 20,000

workers in the zone, FCIE managed different industries like electronics, metal works,

textiles, lightning technologies, food and many others.

 3

Theoretical Framework

This study is supported by the proposed theory of Chabbra et al (2020) on his

“Social Media and Talent Acquisition Model” (SMATA Model) that describe the effects of
social media in HR planning, recruitment and selection process. Figure 1 illustrates the
SMATA Model:

Talent Acquisition

Human Resource
Selection
Planning Recruitment

Social Media
and
HR Practices

Wider Improve Increased Reduced

Shorter Time
Outreach Engagement Visibility Costs
Figure 1

SOCIAL MEDIA AND TALENT ACQUISITION MODEL

Chabbra et. al stated that traditional recruitment process was time consuming
and social media also help to improve the quality of applicants and quantity of
applicants since it has a larger scope to reach out people. They also added that costs
associated to recruitment will be reduced with the help of social media. This model will
be used in this research to further investigate the effects of social media in recruitment
and selection process.

Conceptual Framework
 4

Figure 2 illustrates the cause-and-effect model employed by the researcher in

this paper. It has two variables: social media networking sites as independent variable
and, recruitment and selection as the dependent variable.

INDEPENDENT VARIABLE DEPENDENT VARIABLE

Social Media Networking Sites Recruitment

 Facebook  Time to hire

 Twitter  Quantity of Applicants
 Linked In  Cost of hire
 Traditional/Not using
any Selection
 Quality of Applicants
 Assessment of HR
personnel based on social
media profiles of applicants

INTERVENING VARIABLE

Profile of Respondents
 Type of business
 Years in service
 Number of employees

Figure 2

RESEARCH PARADIGM

The social media networking sites (independent variable) has effects on the
recruitment and selection process (dependent variable), particularly with respect to time
to hire, quantity of applicants, quality of applicants, cost of hire and the assessment of
HR personnel to applicants.

Statement of the Problem

 5

The study aims to determine the effects of social media in recruitment and
selection process of selected manufacturing companies in FCIE Dasmariñas, Cavite.

Specifically, the study will answer the following questions:

1. What is the demographic profile of respondents in terms of the following:

a. Social Media Sites used
b. Type of Business
c. Years in service
d. Number of employees

2. What is the effects of social media in recruitment and selection of the

respondents with respect to the following?

Recruitment

a. Time to hire
b. Quantity of applicants
c. Cost of hire

Selection

d. Quality of applicants
e. Assessment of HR Personnel based on social media profiles of
applicants

3. Is there a significant difference in the assessment of respondents to the

effects of social media in recruitment and selection when they are grouped
according to demographic profiles?

Hypothesis

H0: There is no significant difference in the assessment of respondents to the

effects of social media in recruitment and selection when they are grouped according to
demographic profiles.

Significance of the Study

 6

The researchers believe that this study will be helpful to the following groups of
people.

Companies in the industry. The study would provide enough knowledge to

companies in manufacturing industry about the effects of social media and evaluate
necessary improvements to maximize its use to attract applicants and find the right
people needed for a particular job. Thus, it will lead them to a more productive
workforce that will contribute to the company’s organizational goals.

HR personnel, Administrators. This study can provide information and results

which can serve as a guide for the improvement of their recruitment and selection
process, giving them the competitive advantage in finding the right person or the right
talent.

Job applicants. This study gives applicants in the industry an insight on how
firms use social media in recruitment and selection process. It will create an
understanding on how firms use strategies to find the right applicant, thus giving job
seekers initial assessment and the necessary mindset in applying for a job.

Students and Future Researchers. This study could help students and offers
insights to future researchers who would have interest in making further research in
relation to this topic.

Scope and Delimitation

 7

The study will cover the determination of the effects of social media to
recruitment and selection process of selected manufacturing companies in FCIE
compound Dasmariñas, Cavite. The respondents will be limited to current Human
Resources Personnel of manufacturing companies in FCIE compound, which is an
industrial subdivision located in Barangay Langkaan, Dasmariñas, Cavite.

The study delimits itself to the following: (1) the social media networking sites of
respondents; (2) the effects of social media in recruitment and selection process; (3) the
difference in the assessment of respondents to the effects of social media when
grouped to social networking sites used.

The respondents of this study will be limited to HR practitioners and will not
include other employees because they are the one who have the expertise in the topic
of this research. The effects of social media based on HR practitioners in selected
manufacturing companies will be the focus of this study.

Definition of Terms
 8

Applicant’s Social Media Profile. Profile of applicants in social media sites

used by respondents for initial assessments.

Cost of Hire. Amount of money spent in recruitment process.

Manufacturing. Production of goods using labor, equipment, machines, tools,

chemicals, or formulation.

Recruitment and Selection. One of the most important Human Resource

functions which involves attracting qualified applicants for a job and selecting the right
one.

Social Media. Interactive technologies that serve as a platform which helps

people to communicate, interact, collaborate, share information, and connect with
others.

Social Media Networking Sites. Social media platforms used by respondents in

recruitment and selection (Facebook, Linked in, Twitter)

Time to Hire. The amount of time passes from recruitment until accepting
employment offer.

Traditional Recruitment. Respondents who are not using any kind of social
media networking sites.

Type of Business. The type of manufacturing industry the company belongs

(food, electronics, textiles, lighting, etc.).

Quality of Applicants. Skills and qualification of a candidate being hired.

Quantity of Applicants. Number of applicants who discover a social media post

or hiring advertisement.

Years in Service. The number of years the company is operating in FCIE,

Dasmariñas, Cavite.
9
 Chapter 2

REVIEW OF RELATED LITERATURE AND STUDIES

This chapter will provide insights and opinions of different authors towards the
effects of social media in many ways specifically as a tool for recruitment and selection.
It includes review of related literature and studies that are helpful and support the
present study. The purpose of this chapter is to gain more knowledge and
understanding of the existing findings about the research topic.

Foreign Studies

Social media has become a huge part of people’s lives all over the world. Social
networking sites have been used by people not only to share information or to share
whatever they want; people also use social media in job searching and employers use it
in recruitment and selection. Shea and Wesley (2006) noted that the ability of job
seekers to upload and share personal information on social networking sites like
Facebook, LinkedIn, and Twitter enables employers' use of social networking sites to
screen-out job applicants. For a variety of reasons, employers check the information
that applicants have posted on social networking sites. For instance, being
approachable without charge and acknowledged as a reliable source where information
is supplied by the users (Kluemper and Rosen, 2009). Because of these factors, social
networking websites are becoming increasingly significant to job seekers.

Sopcial media has been widely used by firms not only in recruitment but also in
communication in the workplace. Communication is a critical aspect in the success of
an organization. According to Aditya, K. (2015), social media tools and social
networking spots have revolutionized communication styles, both intimately and
decreasingly, at work. Communication through social media involves the use of an
online platform or website (a social networking point) that enables people to
communicate, generally for a social purpose, through a variety of services, utmost of
which are web- grounded and offer openings for people to interact over the internet, via-
mail and ‘instant messaging’ (a form of real- time, direct textbook- grounded
communication between two or further people using particular computers or other bias).
 10

Traditional recruitment has slowly diminished this past decade. Many companies prefer
to use social media in recruitment for a variety of reasons. For centuries, colonial
companies have used social media to recruit novitiates, with the current state of social
media recruitment being that 85 percent of companies prefer it to traditional forms
(Society for Human Resource Management). Social media hiring process kind a
different from other ultramodern styles of recruitment such as online, global, and mobile
hiring, in that there's effective targeting of both active and unresponsive job applicants.
Increased visibility of a company, its openings, and the competitive advantages it offers
to the implicit and employed labor force increase the effectiveness of recruitment
(Harverer, 2019).

In accordance with the study entitled “Using Social Media in the Recruitment
Process” (R. Walter, 2015), with the highest number of poll participants being members
of LinkedIn, this social networking platform is seen by job seekers as being the most
significant. It can be a valuable new source of information on implicit job candidates,
especially since some data (at the specific as well as professional position) may not be
generated for the purpose of reclamation and thus may provide candid supplementary
information on the aspirant. The use of social media as a hiring tool throws up some
openings and challenges for employers. Social media potentially offers rapidness,
effectiveness, and the capability to target and attract specific, particularly relative,
campaigners in the reclamation process. It may provide multiple sources of information
about the employer as well as the opportunity to communicate with employees to gain a
more realistic job exercise for human resources. Still, there are several issues that need
to be considered on employer viewing. And while some businesses would view this as a
viable alternative when employing new personnel, it is significant. According to the
same research study, "The Use of Social Media in the Recruitment Process," (R.
Walter, 2015), there are multiple ways to use social media. It is evident that utilizing
social media for hiring purposes is effective with new tools like LinkedIn and Facebook,
including Twitter. There are many companies testing out these tools, which are still quite
new advancing by trial and error. It is also dependent on variables like company size
and industry as well as in addition to the kind of worker the firm hopes to attract.
Organizations utilizing using this instrument, like LinkedIn, to recruit for senior and
 11

strategic positions as opposed to using agencies to cost-effectively save. Employers

can take advantage of a wide range of benefits by using social media for hiring
objectives, focusing on time and money benefits, Aditya, K. (2015).

According to Tran, A. (2019), the recruitment strategy has seen a significant

change over the past 20 years because of the internet and technological boom. Since
2010, as social media and the internet have become more widely used, recruiting has
evolved into a different game. Recruiters can more readily conduct headhunting on
social networking sites during the employment process. According to the research's
conclusions, the case company should use social media into its hiring strategy to reach
a wider audience. To attract talented individuals for the firm in the future, the
organization should select the appropriate social channels for recruitment while
integrating social media into its recruitment strategy. Social media recruitment is
applicable to organizations in this age due to its reach and effective cost-saving
methods. Traditional sources of reclamation are uneconomic in terms of cost, can
attract the wrong set of campaigners, and circumscribe associations to only a particular
band of consumers and implicit rookies. Currently, social media reclamation is the most
effective system of reclamation for associations. The Islamic State, with a base of
around 100,000 members since 2011, of which 20 are foreign citizens who joined using
social media and targeted announcements of the organization and the lodestones it
offers (Gates & Podder, 2015), is an extreme example. The use of social media
increases visibility, reach, and attractiveness. Using social media to promote
businesses and jobs when it comes to social media recruitment, there are numerous
platforms and many ways to do the same, with the two most popular being LinkedIn and
Facebook. India has large figures on both, with a higher chance of operations in
response to social media posts than the USA and China on all three platforms of social
media.

In accordance with the study of Kroeze, R. (2015, November), social networking

site usage does not seem to be a short-term business, hence it could be advantageous
for researchers to researching how hiring managers and candidates could use social
media using social networking platforms to their benefit. Assessing the veracity of the
 12

social networking sites' screening the benefits of social media recruitment for firms are
significantly different from those of conventional recruitment techniques, (Brown &
Vaughan, 2011). Today, rather than gathering new information using social media
profiles, recruiters frequently use social media to check the accuracy of resumes and try
to learn more about candidates' networks (Reiners & Alexander, 2013).

As you can see, there are numerous things you can do to try to succeed in
employment via social media. E-recruitment could be considered the tools to "change
the recruitment industry's future" by providing new opportunities for businesses and job
seekers to connect in previously unimaginable ways". Still, it is crucial that all parties in
all nations understand and recognize the social norms that affect the content, manner,
and use their public profiles (Reiners & Alexander, 2013). People should always think of
some ethical considerations in dealing with social media. Always be responsible in
posting and sharing information. As the saying goes, “think before you click”.

Foreign Literature

Recruiting through the use of social media is widely used by many HR personnel
and recruiters around the globe. According to “Social Recruiting Survey Results of
2012” by Jobvite, widespread acceptance of social recruiting resulted to increase of
quantity and quality of candidates, employee referrals, and social knowledge. The
survey also added that 92% of the respondents use or plan to use social media in their
recruitment efforts, 73% have successfully hired a candidate through a social
networking site, 49% of recruiters who use social media saw an increase in quantity of
applicants while 43% indicate an increase in the quality of applicants. Respondents in
this survey grow interest in reviewing candidate’s social media profiles during
recruitment and selection process. According to the survey 80% of respondents likes to
see membership and affiliations with professional organizations, 78% had a negative
reaction to illegal drugs references while 67% also have the same reaction to posts
related to a sexual nature. Grammar and spelling mistakes in social media profiles
result to negative reactions to 54% of respondents while there is 47% negative
reactions to alcohol consumption related posts (Social Recruiting Survey Results by
Jobvite, 2012). The survey also indicated the rapid growth of Facebook and Twitter to
 13

recruiting adoption while LinkedIn is nearly universal. In addition to that, the survey tells
that 89% of respondents which are HR professionals made a hire through Linked In,
26% through Face book and 15% through Twitter. Furthermore, 86% of recruiters like to
look at applicant’s social media profiles. This survey showed the effects of social media
in recruitment. Hiring managers can use a variety of information from social networks to
assess applicants to see if they would be a good fit for the company. This tool is time-
and money-efficient at its most basic level. In fact, it was discovered that social media
recruitment helped cut the process down from an average of 32 to 16 days. N. Robelo
(2017). According to the study of Allen, J. (2021, December 16) social media has been
used by billions of people ever since it became popular. People can easily communicate
with others from everywhere via social media as long as there are cell phones, tablets,
computers, and an internet connection. Some people could have many accounts set up
on a single social media site. The most well-known social media sites of the twenty-first
century include Twitter, Facebook, and Instagram, with Facebook topping the list.

Merriam-Webster defines social media as "modes of electronic communication

through which individuals construct online communities to share knowledge, concepts,
private messages, and other content like videos”. Social media has changed
significantly in less than a generation, going from direct electronic information exchange
to virtual community, shopping platform, and essential 21st-century marketing tool”. In
less than a generation, social media has undergone substantial change, evolving from a
direct electronic information exchange to a virtual community, e-commerce platform,
and crucial at this century as promoting tool. Social media has been widely used even in
education and learning especially in the recent pandemic. According to Corrie, R.
(2022), the introduction and development of technology during the digital age have
streamlined and accelerated the hiring process because everything is fast and
accessible on the Internet. The Internet has considerably streamlined working in the
sector. Finding candidates is now very simple, thanks to incredibly helpful digital media
and social media platforms created especially for job seekers and people looking for a
career change. These websites allow recruiters to browse for applicants depending on
their qualifications, skills, and location. Social networking has increasingly become a
common hiring tool for employers and human resources professionals. It can help hiring
 14

professionals gain a better understanding of the campaigners' gestures and

personalities. Although exploration shows that using social networks in reclamation has
a lot of advantages, numerous analyses have also uncovered several ethical pitfalls.
Social networks can also give a more in-depth idea of job seeker’s personality and
intelligence according to a 2009 study by Donald Klumper and Peter Rosen.
Biographies can give us with information about an applicants extraversion, affability,
openness, meticulousness, and neuroticism. As well as suggestions girding decision
timber and judgment (Klumper & Rosen, 2009).

In accordance with Kaplan & Haenlein (2010, p. 61), to support the development
and exchange of user-generated content, social media is defined as "a series of
Internet-based applications that build upon the theoretical and technological foundations
of Web 2.0. The fact that many users have successfully negotiated the social media
ecosystem shows that these tools have the potential to yield excellent results.
Integrating social media into learning and teaching contexts may result in new forms of
inquiry, communication, cooperation, identity work, or have advantageous cognitive,
social, and emotional effects, claims by Greenhow and Robelia (2009, pp. 1130-1161).
The fact that so many users have been successful in navigating the social media
ecosystem demonstrates the potential for these tools to provide top-notch outcomes.
Social media integration in educational settings may lead to novel modes of
investigation, communication, collaboration, and identity work as well as positive
cognitive, social, and emotional outcomes.

According to the article "Social Media: Definition, Effects, and List of Top Apps,"
social media has transformed how people interact with one another online by enabling
us to learn about what's happening in the world in real-time, connect with one another
and keep in touch with far-away friends, and have access to an abundance of
information just by fingertips (Dollarhide, M. 2021). In October 2022, there will be 4.74
billion social media users worldwide, or 59.3 percent of the world's population,
according to research by Kepios. Social media has revolutionized how to engage with
one another online by allowing us to access a wealth of information in easy way,
connect with one another and stay in touch with friends who live far away, and learn
 15

about what's happening in the globe in real-time. According to Potier, A. (2019, April 23)
The word "social media" is now widely utilized today. Most people either have one or
more social media profiles or at least have a basic understanding of what social media
is. Evidently, businesses are keeping up with the times and attempting to use social
media to their advantage. In terms of social media and recruitment, there are no issues
with promoting an organization's brand and culture on social media. Much of the future
workforce has some form of social media profile, so it simply makes sense. Additionally,
a lot of firms are posting job openings on social media to attract more people. Making
social media the only source of hiring could pose issues, too, as that could result in a
different set of issues. For instance, if a company primarily uses social media for
recruitment, those without profiles would not be aware of or able to apply for the vacant
positions, thus limiting the selection variety, especially in terms of age given that
younger people predominate on social media platforms.

There are also articles that indicates social media recruitment will slowly
diminish. According to (H. K. Davison et al., 2011b), there have been a lot of surveys on
online networking recruiting and decision-making conducted in the United States, where
utilization of these sites may be declining in terms of recruitment. For instance, research
conducted by the American Society for Hard Cover in 2008 revealed that from 21% of
organizations in 2006, 41% of companies reported using social networking sites as HR
tools in 2008. 34% used these websites as a tool for recruiting and interacting with
applicants, and 13% used them as a screening tool. According to the study of “How
Many People Will Use Social Media in 2022, Per Social Network operation & Growth
Statistics?”, statistics from Brian Dean, 4 billion individuals were using social media as
of 2015. The typical social media user engages with 6.6 various social networks. He
also added that since 2015, social media has grown by 12.5 time on average and with a
growth rate of 9.2 for 2019 – 2020, still, growth is in decline. With 2.9 billion yearly
active druggies, Facebook is the most popular social network, followed by YouTube (2.3
billion), WhatsApp (2 billion), Facebook Messenger (1.3 billion), and WeChat (1.2
billion). 72.3% of the US population, or 240 million individualities, laboriously use social
media. (Brian Dean, 2021).
 16

Companies are becoming e-businesses, as was seen in the introduction

example. The newest and perhaps most promising method that many organizations are
using is doing business electronically can continue (Turban et al., 2006). Many
recruiting software providers are incorporating social media sites into their applicant
monitoring and evaluation procedures because they have become such a common
component of the hiring process. Unlike today's generation, where an organization can
approach them, passive job seekers once had to be somewhat proactive for an
organization to find them. It was like it turned the recruiting process upside down
because they had to approach friends or coworkers about opportunities or respond to
recruiting efforts in order to be noticed.

According to the online article on social media recruitment statistics, (Fennell, A.

2022) found that social media will be essential for recruiting year in 2021–2022, allowing
applicants to submit applications right away and giving employers a chance to peek into
a job seekers personal life and information. According to Dr. Balasubramanian P., P.
Vishnu, and S. Sidharth (2016), “hiring is the process of swiftly and affordably locating
and recruitment is the most qualified applicant for a job opportunity from within or
outside a business”. According to Edwin B. Flippo, the process of recruiting is looking
for potential workers and motivating and urging them to apply for positions inside an
organization. According to Jorgensen, N. (2022, September 20) Companies must
improve their sourcing strategies to draw in suitable employees as the workforce
demographics and methods of job seekers change. There are many ways to find eligible
applicants, and employee referral programs that pay employees to promote new hiring
are a wonderful way to do so. Companies with an efficient succession plan may find that
internal hiring is the best source. For businesses with a strong succession plan, internal
recruiting may be the best source of candidates. As of today, when social media is
prevalent, businesses should use social media platforms like LinkedIn, Facebook, and
Twitter to their full potential. These platforms should be optimized with branding,
content, and short videos that convey a company's culture as well as be used to
advertise job openings. To increase the company's reach, encourage employees to
share and repost material on their social networks.
 17

These days, recruiters must use social media as a tool. You can learn a
staggering quantity of stuff thanks to it. One benefit of social recruitment is that it makes
it simpler to build and maintain relationships with potential applicants. Social media may
be the tool you need to provide a wonderful candidate experience and gain a
competitive advantage, but experts caution against using prospective applicants' social
profile sites as part of the screening process. To continue to be relevant across various
recruiting channels, it is crucial to be active on social media. Social media is a tool used
by potential applicants to learn about job openings. Due to social media's ubiquity, some
firms have begun to consider using it as a hiring tool. It might give hiring supervisors a
better understanding of the personalities and backgrounds of the applicants. Numerous
studies have identified a variety of advantages to using social networks for recruitment,
but they have also found a few ethical risks. Hiring managers can use a variety of data
from social networks to assess if a candidate would be a good match for their firm.
According to Fulmer, J. (2021) although hiring new employees has never been simple
employees increasingly demand a healthy work-life balance, truly competitive pay, and
at the very least, good benefits because they know their value. However, it can be
challenging to get job descriptions in front of the appropriate individuals even when
businesses have a fantastic work culture. To successfully recruit new personnel,
recruiters need the appropriate tools.

As a candidate's race, marital status, religion, and ability can be seen on social
networks, there is a chance for both unconscious and intentional prejudice (Klumper &
Rosen, 2009). Due to the possibility of bias-based rejection, hiring managers are
prohibited from disclosing this information to candidates. This is true even when these
qualities have little to do with the actual profession. Recruiters can connect with one
another for very little money, according to research from social media and Technology
Trends in HRM: Cases in Recruitment and Talent Management (Dutta, D. 2018). While
there are many benefits to using electronic hiring procedures, there are also several
drawbacks. Online hiring systems are expensive to develop and maintain, and they
necessitate the hiring of tech-savvy personnel. In addition, the volume of candidates
gathered through job boards is frequently very big, making efficient scanning
 18

challenging. Thirdly, there are issues with security and privacy breaches because
platforms might keep resumes for future use.

According to the article of Marquis, M. (2022, July 16) There's a parcel of benefits
and points of interest of utilizing social media as enrollment promoting methodology.
Social media makes the company promotion accessible to a more extensive gathering
of people of candidates, which makes a difference you discover the most grounded
candidates accessible. Even when it doesn’t straightforwardly result in an unused
contract, promoting on social media gets company’s title out there and makes a
difference the brand. Advertising on social media permits to center more on contracting
for particular positions and can eventually result in a faster contracting prepare. I
increment work perceive ability and Higher quality candidates Self-reported insights
from numerous companies appear that they get tall quality candidates at whatever point
they select through social organizing destinations. One big reason why this is often the
case is since most individuals you may discover on social media are tech-savvy, a
principal necessity to arrive any work in today’s commercial center. People see brands
that have a solid social media nearness as more trustworthy. Therefore, having a strong
social media presence will benefit your company in more ways than one. Not only will it
help you find qualified employees, but it will also help your company gain the trust of
prospective clients and become a sought-after place to work. It also helps to lower
hiring costs, increase engagement, allow for better targeting of job openings, speed up
the application process, and reduce hiring time

Discussing the significance of the recruiting and selection procedures in human

resource management, it is essential to first establish what they mean to a firm. The
simplest definition of recruiting and selection is the process of locating and filling a
position. The process is considerably trickier than it seems. Employee retention,
company expansion, and business success can all be aided by several important
elements; however, the recruitment and selection procedures may vary from business
to business. Hiring a new employee is always a huge decision, regardless of whether a
small company is making its first hire, or an organization is making multiple recruitment
 19

this year. It's important to use caution when deciding how many personnel to hire. The
recruitment and selection process involves a variety of steps.

According to Jobstreet.com, social media recruitment is no longer just a novelty

in the modern world; it has evolved into a crucial part of any effective hiring strategy for
any kind of firm. However, it's also critical to be aware of various social media
recruitment safety measures, such as privacy concerns and legal hazards. It's hardly
surprising that HR recruiters now use social media sites to research their candidates'
histories before making any hiring judgments in a world where so much information can
be accessed online for free. There are benefits and drawbacks to performing social
media background checks, just like with all other screening techniques. You can
compare the career history listed on the applicant's resume to see if there are any
inconsistencies. Additionally, social media platforms can show how heavily a candidate
participates in volunteer work. There are also dos and don'ts when it comes to checking
an employer's social media. For example, it is unethical or improper to want to become
friends on social media; this would be viewed as prejudice in a background check.

According to the study of J. Harness (2019), when it comes to business,

recruitment entails recognizing that a position needs to be filled, determining the
responsibilities of the position, developing a list of requirements for those hoping to fill
the vacancy, choosing how and where to source recruits for the position, and luring
candidates to apply for the position. Selection entails reviewing resumes to identify
competent individuals, conducting interviews, creating a shortlist of prospects, and then
selecting the best candidate.

There's an eventuality for both unconscious and conscious demarcation as social

networks can reveal an applicant’s race, relationship status, religion, and competence
(Klumper & Rosen, 2009). Based on the advantages and disadvantages of using social
networks in reclamation, it's important that social networks be used as a reciprocal tool
in the reclamation process and not as a primary source of information. In order to
reduce ethical pitfalls, companies need to produce a social media policy and train all
 20

hiring professionals on it. This will help reduce any unethical gathering of information
and give guidelines on what to do with deficient information.

In accordance with Blogger, G. (2022, July 20) Social networking platforms can
significantly cut down on the amount of time candidates need to thoroughly research
organizations. Without having to go through a face-to-face interview, it offers a window
into the corporate culture. Social media can be a very effective tool for running a
preliminary background check, but it occasionally provides us with material that may
cloud our judgment. As a result, it cannot be used as a recruitment tool in and of itself.
Another negative effect of relying on social media for recruitment is the propensity for
prejudices to develop. Unknowingly, a potential employer may favor candidates with a
strong social media presence over others who are less active online.

The main findings of Gibson, E. (2022, June 13) Social media recruiting has the
benefits of being simple, affordable, and quick. By browsing through a prospect's social
media profile and considering their business interests, you can identify the ideal
individual in a hurry. The hiring process also has a more personal feel because of social
media. You learn more about the interviewee than you would have if you had only
spoken to or read about them on paper. This is because you may view images of them
with their family or friends, what they enjoy doing in their free time, what they enjoy
eating, etc. Due to people's ability to change their accounts or even lie, there are
various drawbacks to social media recruitment that make it less accurate and reliable.
One of the most often used strategies for hiring new staff is social networking.
Employers can access potential candidates on social media and communicate with
them in a variety of ways. Due to the lack of geographic restrictions, it also enables
businesses to be more inventive in their hiring strategies. The drawbacks include the
lack of control over who sees the posts and the uncertainty surrounding whether a
potential employee you uncover on social media would be a good fit for the business.

Based on this reviews, use of social media in recruitment and selection process
benefitted not only the recruiters but also the potential applicants. Though it has lots of
benefits, it also have drawbacks and limitations.
 21

Local Studies

Philippines is considered as one of the top countries in terms of using social

media as a whole. In the Philippines, according to Pertierra, R. (2013) the cellphone and
the internet are substantial in terms of the communication. The new media nowadays
are in developing and expanding social ties in unexpected and new ways, thanks to the
new media. With these new eras that we are using new technology, Filipinos cannot
only easily communicate with their loved ones, relatives and friends abroad; it also has
new possibilities to be known and for giving important aspects of one’s character and
personality. Mobile phones are one of the most significant technologies that introduced
in the Philippines and their advantage and good are really shown. Even those frightened
moments with relatives like with the recently dead of someone are being affected by this
technology. Additionally, as they penetrate and have an increasing impact on aspects of
daily life, the new media are also transforming the traditional forms of communication.
(Pertierra, R. 2013) The Philippines' most significant new technology is the mobile
phone, and it has considerably greater effects than most people realize. Even
interactions with recently deceased people are now impacted by technology.
Concurrently, social interactions are changing in novel and unexpected ways thanks to
new media. With the modern media, Filipinos may contact their friends and family that
live abroad more easily. So, social media can also classified or referred to as the game
changer in all aspects of life. According to the “International Journal of Communication
13 (2019) Social Media Influence: Performative Authenticity and the Relational Work of
Audience Commodification in the Philippines”, the popularity of social media platforms
in the Philippines has led to the country being referred to as the “social media capital of
the world”, a label that was repeated by many of the interview respondents. In
(Pertierra, 2016, p. 296) other scholars have noted the importance of media and
entertainment products to life in the Philippines, even suggesting that “one can’t
theorize Philippine modernity or politics without including a deep analysis of television
and entertainment industries”. (Shtern, Hill, & Chan 2019). Many of the people the
researchers interviewed claimed that the Philippines is the social media world capital
due to the prevalence of social media platforms here. Academic publications and
 22

industry coverage that places the Philippines at the top of the world rankings for social
media use provide credence to this assertion about the overly excessive use of social
media by the Filipino population. In line with this, the internet in the Philippines should
be improved and be near to the service like in other countries considering that our
country is one of the most active users of internet service.

According to Ventura, M and Bringula, R. (2013), the College of Computer

Studies and Systems at the University of the East Manila, Manila, Philippines,
undertook another study on online hiring. This one focused on a software tool that
would help with the quick and accurate selection of qualified candidates. According to
their analysis, the conventional hiring procedure, which involves posting job openings
online and hiring qualified candidates, has certain fundamental flaws. The job postings
themselves may pose a problem. Advertising in print publications like newspapers or
magazines is expensive. As a result, job openings can only be published for a limited
time. Additionally, the method of submission necessitates the applicant's physical
presence to hand over the CV. This makes it difficult for qualified but remote job
applicants to apply. It is important to remember that the Philippines is a nation made up
of 7,100 islands. Thus, in today's competitive economy, traditional hiring may not be
appropriate.

According to the study of “Assessing Applicant Employability Using social media

for Talent Acquisition and Recruitment in IT/BPM Companies” (Cuizon, 2019), a job
seekers social media profile moderately delivers vital personal information about work-
related potential or performance, meaning that they viewed pertinent information that
was helpful to them in finding the candidate suitable for the job. The process is much
easier to track and document if available tools and technology are used to transform
processes from traditional to digital. It is advised that the Philippine lawmakers adopt
rules that particularly regulate the use of social media in talent acquisition even if there
are no clear regulations governing it, the use of social media not only in hiring but also
in how people act in the virtual world to minimize, if not to eliminate, abuses and bad
practices and provide provisions to penalize violators. Company’s employers want to
know more about a candidate's prior career experience and to make sure the material
 23

on the resume is accurate. She also added that hiring managers moderately practice
social media background check to obtain additional information about the applicant, but
they seldom use it in hiring decisions because of the lack of formal or informal policy
allowing or restricting the use of social media for that purpose. Hiring managers or
human resource practitioner wanted to see credible information in the applicant’s social
media profiles but they are not sure if this information is legit and true. Monitoring an
applicant's online presence is a somewhat common HR practice but rarely used to
make hiring decisions, although there have been occasions where applicants have been
turned down because of their social media posts. Therefore, potential candidates should
take care to manage their online reputation to not jeopardize job possibilities. But
according to some recruiters, an applicant’s social media profile moderately provides
vital information on work-related potential or performance, which means that they saw
relevant information which will help them in finding the candidate best for the job. So
still, reviewing applicant’s social media profile is a practice by some recruiters. As a
whole, social media has also has its drawbacks because of the credibility of information
and there no clear regulations governing it.

Local Literature

Internet signals in the Philippines is not as good as other countries. The internet
signals at times are poor. Sometimes, people need to change their position or location
just to access a stronger internet connection. According to Pascual, B. G. (2019,
September), Filipinos still enjoy posting things to social media, despite the country's
poor internet access. The social nature of Filipinos is undeniable. Since social
interactions are central to day-to-day lives, it should come as no surprise that this
applies to the social media accounts as well. Filipinos now have easier access to
communication and connectivity thanks to social media. In addition, Filipinos are using it
to promote something and demonstrate various aspects of the Philippines to the world.
Filipinos can avoid the negative effect, which is inevitable, by learning how to sort
through information, use websites and applications wisely, and avoid misleading
information that could impact other peoples’ lives.
 24

Use of social media networks are also widely use in the Philippines. Integrating it
to recruitment and selection will be great. The information will be fast and accurate.
According to the article "Guide to Hiring in the Philippines" (2021, December 30),
companies need to take advantage of social media and may frequently use it to their
benefit if they are unable to be present in the Philippines to meet applicants at career
fairs or university recruiting activities. Facebook and LinkedIn are both widely used in
the nation, and GitHub and websites for industries are popular with hiring managers.
Since many Filipino job hopefuls use their phones for application and job search
purposes, the company should also make sure that its business website is mobile-
friendly.

On December 13 in Pasig City, a presentation titled "Understanding Violent

Extremism: Message and Recruitment Strategies on Social Media in the Philippines"
took place. The Asia Foundation (TAF) and Rappler collaborated on the initiative. The
study comprised Rappler's investigation of popular Facebook groups in Mindanao
throughout a 4-month period on social media networks. Four focus group talks with 122
participants, all of whom are active Facebook users, were held in Cotabato City,
Zamboanga City, Ilagan City, and Manila. There were also interviews with specialists
and others who had firsthand knowledge of violent extremism online (P. Ranada, 2018).
Social media is utilized to select people to savage radical bunches utilizing three
enrollment strategies which are the online enrollment leveraging offline associations,
online enlistment through advanced communities, online enrollment focusing on
thoughtful outsiders. The study focused on Facebook groups because it is the social
media platform most used by Muslim Filipinos since it can be accessed for free.
Facebook is one of the most popular social media networking site not only for Muslims
but for entire Filipinos.

The Filipinos’ capabilities as professionals have been certify by organizations

both in the Philippines and abroad. The country has a 96 percent of literacy and has
been named as the world’s most top country in business in English proficiency making
the 500,000 individuals that enter annually the labor man in a great source of
professional talent. With a constantly growing pool of potential candidates, recruiters,
 25

and HR professionals find great talent in the Philippines with the help of social
recruitment. With the rise of social media usage across the globe, social recruiting is no
longer just a trend, it is just a necessity for any successful recruitment strategy. For
scouting for Filipino talent, in particular, recruiters must know that Filipinos spend an
average of 4.17 hours every single day on social media, As stated by Cullimore, R
(2017) of Manila Recruitment that the best way to find great talent in the Philippines was
through social recruitment. His focus is helping teams in the Philippines that need
specialized recruitment services with comprehensive recruitment solutions. The
proficiency covers patron experience and carte blanch, recruitment strategy, service
management, business development, for start-ups, SMEs, corporations and
multinationals.

The world is still in shock about the Covid-19 pandemic. The Philippines have yet
to fully recover amidst this catastrophic virus. Effects of the pandemic in this country can
still be felt. In Philippine recruitment during COVID-19 Pandemic, a deadly disease that
has caused major blows both in worldwide health and in economy. Comprehensive
staffing support is offered by EPS Philippines, including employment, contractual labor,
staff augmentation, etc. With businesses’ most operation on freeze for some time
already to contain the spread of this illness, several employers were pushed to close
their organizations temporarily—others for good, sadly In Philippines, the impact is most
apparent in retail, hospitality and airline industries, where workers need face-to-face
dealings or travels to do their jobs, which are not applicable currently because of the
“enhanced community quarantine” (ECQ), the country’s government has imposed to
Luzon and some places outside it. Fortunately, organizations belonging to other
industries can still function with some adjustments—one is thru embracing the modern
approach of going digital/virtual on all their processes, be it in sales, human resources,
finances etc.

This has gone for over a month as of now within the nation of Philippine
Enrollment. In expansion, with the said span of time, employers’ way of doing their
enlistment had as of now changed drastically all in reaction to their current needs and to
work searchers move in needs. These have driven to the rise of unused patterns in
 26

Philippine enrollment, being incapable to move openly outside home has brought about
to extend utilization of social media these days. With individuals needing to keep in
touch with their long-distance relatives/friends or see into upgrades, they all go to begin
with to their social organizing destinations (FB, Twitter, Instagram, LinkedIn etc.) to
check. People are mostly responsive on social media due to the current situation, so
connecting with them to offer jobs and getting a response is not as time-consuming as
before COVID-19 outbreak.

As reported by, (Pestano, J 2018) social media has influenced the daily lives in
the last decade. Even the hiring and hiring firms are now leveraging its power. Over the
past few years, social media emerged as one of the leading trends in recruitment, and it
looks like it is not going anywhere. In fact, it indicates that more than half of recruiters
claim that they get candidates of the “highest quality” on social media, which makes
sense because 86% of applicants use social media who are in their first decade of
employment to look for job openings and learn more about potential employers. (Manila
Recruitment, 2018) . When it comes to Increase of brand awareness and reputations by
using social networks, not only is the recruitment firm or company finding top
candidates, but you are also increasing the brand visibility on the channels where most
of the customers and employees are. If you are not on social media, then you are out of
the loop. Using social media makes it simple for recruiters to give potential prospects a
message. Although they may not be actively looking for a job, sending them a message
that you think they will like working for the company will get them interested in applying
(Pestano, 2018). An insight to recruitment in the Philippines by Outsource Accelerator
(2021) stated that social media recruitment is much better than job portals when it
comes to good outcome of applicants. Job portals will generate many applicants, but
most of these applicants lack the requisite qualifications while social media and
recruiting have produced better results.

Recruiters can argue that they are not infringing on people's privacy because
technically everything posted online is public information, but a study titled “The Ethics
of Pre-Employment Screening Through the Use of the Internet”, found that more than
half of applicants found on search engines and nearly two-thirds of candidates found on
 27

social media were rejected because of the information seen by recruiters. However, it is
not unheard of for social media aware candidates to divide their online personas. Now,
there is no regulation in the Philippines that forbids us from gathering information from a
potential employee's social media account. Examining a candidate's social media
presence is crucial, but we should always keep the recruiting process' fairness and
ethics in mind. When looking for prospective talent, relying on your interviewing abilities,
intuition, and recommendations is just as beneficial, if not more so. But the method of
reviewing applicant’s social media profiles cannot be controlled. No existing laws or
policy are established to penalized people who will abuse profile reviews and there is no
clear violation stated. Applicants need to be responsible in all the information that they
produce online. All the information must be credible and true. These are the things that
make recruiters worry about social media profiles. They have no idea about the
credibillity and truthfulness of these information.

Based on the above studies and literature, social media is a great tool for
recruitment and selection process. However, results of some studies indicates that
social media has its limitations that can affect the result of recruitment and selection. In
addition to that, no existing regulations have been established to govern social media
recruitment process and also the information that is available in social media profiles.
This review provides more knowledge and understanding about the effects of social
media in recruitment and selection process.
28
 Chapter 3

RESEARCH METHODOLOGY

The research method that will be used in this study are presented in the following
sections: research design, description of respondents, research instruments, data-
gathering procedures, and statistical treatment of data.

Research Design

This study is a descriptive type of research aim to describe the effects of social
media in recruitment and selection process of the firm-respondents. The researchers
will gather data using survey questionnaires. Majority of the questions will be measured
using the 4-point Likert scale.

Descriptive type of research is a research design used to describe

Description of Respondents

The data and information in this research will be obtained from the Human
Resource personnel of selected manufacturing companies in FCIE Langkaan,
Dasmariñas, Cavite. The total population is 101 manufacturing companies. To obtain
the sample size in the total population, the researchers will use Raosoft sample size
calculator.

Raosoft sample size calculator is basically a software that calculates and

generates the sample size of a research survey. Sample size will be computed using
the formula:
 29

The respondents of this study will be limited to HR practitioners because they are
the one who have the expertise in the topic of this research. Each company will be
represented by one HR practitioner assigned in recruitment and selection.

Table 1 will show the total population and sample size generated.

Table 1

Population and Sample Size

FCIE Manufacturing Population Sample Size

Company Locations (N) (n)
Phase 1 57 29
Phase 2 23 11
Phase 3 21 10
Total 101 50

Sampling Technique

With the total population of one hundred one (101) manufacturing company, the
researchers use the Raosoft sample size calculator to determine the sample size. Using
a 10% margin of error and 95% confidence level, the recommended sample size using
Raosoft sample size calculator will be 50 respondents.

Out of the 50 respondents, the researchers will use convenience sampling. It will
be implemented to select the companies to study, represented by a Human Resource
personnel assigned in recruitment and selection. Using convenience sampling, the
researchers will select 29 companies in Phase 1, 11 companies in Phase 2 and 10
companies in Phase 3. Convenience sampling is a non-probability type of sampling
method where researchers select sample units because they are the easiest to access
based on geography, availability, and willingness to participate in the study.
 30

Research Instrument

The researchers use survey questionnaires for this research. Using this survey
questionnaires, the researchers will be able to gather data. The researchers adapted an
instrument from a “Social Recruiting Survey Results of 2012” by Jobvite, a recruitment
platform used by many companies worldwide. Some of the survey questions are slightly
modified for the purpose of this study.

The initial part consists of the demographic profile of the respondents. The
second part are questions about the use of social media networking sites in recruitment
and selection process. The third part are effects variables where respondents will be
instructed to put check inside the box based on the level of their responses in the five-
point Likert scale. In this way, numerical data can be provided to describe the level of
agreement or disagreement of the respondents. Table 2 shows the Likert scale
description and value:

Table 2

Likert Scale

Description Value
Strongly Disagree 1
Disagree 2
Agree 3
Strongly Agree 4
 30

Data-Gathering Procedure

The following are steps done in gathering data needed in this research:

1. After the instrument has created and approved, the researchers will go to the
selected companies inside the FCIE compound.
2. The researchers will ask permission or secure permit to administrators of
selected companies to conduct the study using the survey questionnaires.
3. After the approval, the researchers will conduct the survey among target
respondents. The researchers will wait for the questionnaires to be filled-out
and immediately retrieved from the respondents.
4. In cases that the filled-out questionnaires will not be available at that time due
to unexpected circumstances, the researchers will come back after a week to
retrieve the accomplished questionnaires.
5. All the questionnaires will be recorded and tabulated.

Statistical Treatment of Data

To answer the specific problems in this study, the following statistical procedures
will be use by the researchers to interpret the data gathered from the respondents.

1. Frequency and Simple Percentage. The demographic profile variables of the

respondents and their responses will be analyzed using the frequency and
simple percentage with the following formula:

P= F__ x 100
N
Where:

P = Percentage

F = Frequency for each category

N = Number of respondents

100 = Constant
 31

2. Weighted Mean. The weight of the responses by the respondents in the

survey questionnaire will be measured using the weighted mean with the
following formula:

WM = Ʃ FW
N
Where:

WM = Weighted Mean

Ʃ = Symbol of Summation

F = Frequency for each option

W = Equivalent Weight

N = Total number of frequencies

The following are the corresponding interpretations for the weighted mean.

Table 3

Weighted Mean Interpretations

Equivalent Corresponding Interpretations

0.00 – 1.00 Strongly Disagree

1.01 – 2.00 Disagree
2.01 – 3.00 Agree
3.01 – 4.00 Strongly Agree
 32

3. One-way ANOVA (Analysis of Variance). It will be used to determine the

differences among the means of samples when grouped according to their
demographic profiles. This will also determine if the null hypothesis will be
accepted or rejected. It will be computed using the formula:

F = MSB/MSW
Where:

F = coefficient of ANOVA

MSB = mean squares between groups

MSW = mean squares within groups

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 De La Salle University-Dasmariñas
College of Business Administration and Accountancy Cavite

SURVEY QUESTIONNAIRE

Dear Respondent,

We are Business Management students De La Salle-University-Dasmariñas. This survey is

for our thesis entitled “Effects of Social Media in Recruitment and Selection Process of Selected
Manufacturing Companies in FCIE Dasmariñas, Cavite”. We are requesting to answer all the
questions in this survey. This will only take 5-10 minutes. All information provided will be kept
in utmost confidentiality and will be used only for this study.

Part 1 – Demographic Profile

Company Name (optional): ___________________
Years in Service
o 1-5 years
o 5-10 years
o 10-15 years
o More than 15 years
Type of Business
o Food
o Textiles
o Electronics
o Lighting
o Garments
o Others

No. of Employees
o Less than 100 employees
o 100-250 employees
o 250-500 employees
o More than 500 employees
Part 2 – Social Media Use
Which of the following social networking sites you or your company use for recruiting?

o Facebook
o Linked In
o Twitter
o Traditional

Through which of the following social networking sites you or your company made a successful
hire?

o Facebook
o Linked In
o Twitter
o Traditional

Part 3 – Effects Variables

Direction: Please indicate the level of agreement or disagreement with the statement by
putting a check inside the box that corresponds to your answer.
 Indicators Strongly
Agree Disagree
Strongly
Agree Disagree
I or our company use social media to
support our recruitment efforts.

A The time to hire an applicant is much

easier and faster with the use of
social media.        
The number of applicants in our
company increases with the use of
social media.
B I or our company always have
applicants who discover a social
media post or hiring advertisement.        
The quality of applicants in our
company increases with the use of
social media.        
C I or our company successfully hired
an applicant who was introduced
through a social media networking
site.
The cost to hire an applicant
decreases with the use of social
media.
       
D
The use of social media in
recruitment helps lessen my
workload as an HR.

I or our company use social media

profiles of applicants when reviewing
their qualifications.

E Contents of applicants' social media

profile (such as spelling/wrong
grammar, membership in
organizations, religious posts,
references to illegal drugs/alcohol,
etc.) affects HR personnel’s
assessment to applicants.        
 De La Salle University – Dasmariñas
College of Business Administration and Accountancy
Business Administration Department

To: Human Resources Department

Dear Sir/Madam:

Warmest Greetings!
We are the night college students of DLSU-D who would like to ask your
permission to allow us to conduct a survey in the Human Resources Department of your
company. This is for our thesis entitled “Effects of Social Media in Recruitment and
Selection Process of Selected Manufacturing Companies in Dasmariñas, Cavite”. We
only need one Human Resources staff assigned in recruitment and selection process of
your department.
The survey would only last about 5-10 minutes and would be arranged at a time
convenient to your HR staff. All information provided will be kept in utmost confidentiality
and will be used only for this study. The name of the respondent and the company will
not appear in any thesis or publications resulting from this study.
Your approval to conduct this survey will be highly appreciated. Thank you in
advance for your help with this research.

Sincerely,
Ryan Carlo Buenaobra
Baby Rosse Ann Baylon
Katrina Ilagan Belario
Researchers
 Advisers Acceptance Form
To: Dr. Oscar P. Lacap Jr.
From: Dr. Joseph Estiller

Hereby accepts the proponent:

____________________________
Ryan Carlo P. Buenaobra

Baby Rosse Ann G. Baylon

____________________________
Katrina Danielle I. Belario
________________________________

As adviser for the paper entitled:

EFFECTS OF SOCIAL MEDIA IN RECRUITMENT AND SELECTION PROCESS OF
SELECTED MANUFACTURING
COMPANIES IN DASMARIÑAS, CAVITE
________________________________________________________________________
(Title)
For the 1st Semester SY 2022-2023

As adviser, I am aware that I have the responsibility to check the content and format of the
paper prior to its submission to their respective subject professor.

Name and Signature Over Printed Name

Date of Acceptance: September 26, 2022

CONFORME:

Joseph R. Estiller _____

Name and Signature Over Printed Name
Subject Teacher/Professor
RYAN CARLO
BUENAOBRA
PROFILE EDUCATION
Almost 8 years of experience in De La Salle University - Dasmariñas
handling production line as a line 2018 up to present
leader. Awarded as best Kaizen Bachelor of Science in Business Administration Major in
improvement in year 2019. Have Human Resources Development with Specialization Track in
good communication and Business Analytics
leadership skills. Currently a working student and a scholar
Dasmarinas National High School- Main
CONTACT 2001-2005
PHONE: Chess Varsity (2002-2003)
0919-231-8901
WORK EXPERIENCE

EMAIL: Ushio Philippines Incorporated- Process

[email protected] Leader, Production Line Leader
2014-2022
HOBBIES Responsible in monitoring in line stocks to ensure monthly
production and shipment plan
Playing Chess
Adjust manpower based on production capacity, report making
Reading Books
and presentation of monthly productivity and quality status
Watching NBA
Kaizen improvement activity
Watching sports debate

SKILLS Yumex Philippines Incorporated- Outgoing

Quality Assurance
Leadership Skills
2011-2012
Problem-solving Skills
Responsible in ensuring quality of products before shipment to
Technical Skills
customer, all products must conform to specifications
Communication Skills
Training and Seminars Attended

Effective Leadership Training

Oct. 22, 2022
Risk Management Training
Sep. 17, 2022
Hazard Identification Risk Assessment and Control
Sept. 26-27, 2019
Lean Manufacturing Via TPS
Jul. 27, 2019
Addressing Recurring Problems in the Shop Floor
Feb. 24, 2018
Chemical Handling & Product Safety Awareness Training
Oct. 20, 2015

Achievements/Awards Received
Best in Kaizen Improvement
Apr. 1, 2019
Chess Champion in the Interdepartment CBAA Playoffs
Sep. 27, 2019
Chess Champion in UPI Sportsfest
2022, 2017, 2016, 2013
BABY ROSSE
ANN BAYLON
 PROFILE EDUCATION
Reliable and resourceful Call De La Salle University - Dasmariñas
Center Representative with over 2018 up to present
four years of experience in Bachelor of Science in Business Administration Major in
outbound and inbound sales Human Resources Development with Specialization Track in
account. Ability to work under Business Analytics
pressure with guaranteed Currently a working student and a scholar
satisfaction in diverse campaigns.
Expertise in selling product, WORK EXPERIENCE
customer services, teamwork and
communication. EXL Philippines
June- Up to present 2022
CONTACT Customer Service Representative
PHONE:
0926-362-1426 IQOR Dasmarinas
March- June 2022
TEX Expert (Customer Service Representative)
EMAIL:
[email protected]
Vigorous Telemarketing Group
2018-2021
HOBBIES Sales representative (Officer in Charge)
Binge-watching movies
Dancing SKILLS
Listening to Music
Photography

Training and Seminars Attended

Work Immersion at C Castillo Libron Dental Clinic: Front Desk
September- December 2018
PUSH (Pushing Our Differences in the Hindsight held of Facebook Live)
January 20, 2021
EARTHBEAT 2021: The Basics of Taking Care of Pets and Plants in the Comfort of Our
Homes (via Facebook Live)
May 26, 2021
HR SYNERGIA- A glimpse in the past, present and future of business world with and HR Lens
(via facebook live)
June 2 & 5, 2021
PMSoc Facebook Live and Ms Teams (Paubaya: Patungo sa Liwanag ng Kinabukasan)
Novembe 17, 2021
PMSoc Facebook Live and Ms Teams (Add to Cart! The Wonder of Trading)
November 24, 2021
HR Z! The Power of HR in the Modern Era (via zoom meeting)
January 17, 2022
People Management Society (1st- Semester PMSoc recognition of membership)
February 15, 2022
The How’s of HR (conducted at PMSoc Facebook Live)
April 20, 2022
PUSH (Perseverance, Understanding, and Self Confidence & Help via Zoom Virtual Conference
platform)
June 23, 2022
People Management Society (PMSoc recognition of membership)
July 16, 2022
Achievements/Awards Received
Gawad Karangalan ng Lungsod ng Dasmarinas - With Honors
May 2019 (AMA Computer Learning Center Computer College)
 KATRINA
DANIELLE
BELARIO
PROFILE EDUCATION
Working as a sales representative 2018 up to present
for almost four years, promoted as Bachelor of Science in Business Administration Major in
an officer in charge, having Human Resources Development with Specialization Track in
pleasing personality and great in Business Analytics
communications skills. Currently a working student and a scholar

CONTACT AMA Computer College Cavite

2016-2018
PHONE: Senior high School
0926-622-4318 Accountancy Business Management

EMAIL: WORK EXPERIENCE

katrinadanielleilaganbelario@gma
il.com Vigorous Telemarketing Group
2018 up to present
HOBBIES Sales representative (Officer in Charge)

Watching movies Mc Donald’s Manggahan

Reading online books 2017-2018
Listening music Service Crew

SKILLS
Kkdnankla
Positivity
 Customer service
People skills

Training and Seminars Attended

Work Immersion at C Castillo Libron Dental Clinic: Front Desk
September- December 2018
PUSH (Pushing Our Differences in the Hindsight held of Facebook Live)
January 20, 2021
EARTHBEAT 2021: The Basics of Taking Care of Pets and Plants in the Comfort of Our
Homes (via Facebook Live)
May 26, 2021
HR SYNERGIA- A glimpse in the past, present and future of business world with and HR Lens
(via facebook live)
June 2 & 5, 2021
Cavite Entrepreneurial Mindset: The First Step Towards Success (via zoom)
June 17, 2021
PMSoc Facebook Live and Ms Teams (Paubaya: Patungo sa Liwanag ng Kinabukasan)
Novembe 17, 2021
PMSoc Facebook Live and Ms Teams (Add to Cart! The Wonder of Trading)
November 24, 2021
HR Z! The Power of HR in the Modern Era (via zoom meeting)
January 17, 2022
People Management Society (1st- Semester PMSoc recognition of membership)
February 15, 2022
The How’s of HR (conducted at PMSoc Facebook Live)
April 20, 2022
People Management Society (PMSoc recognition of membership)
July 16, 2022
Achievements/Awards Received
Gawad Karangalan ng Lungsod ng Dasmarinas - With Honors
May 2019 (AMA Computer Learning Center Computer College)