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There are numerous strands of research activities connected with the literature focused on recruitment and selection, social media and HRM. Often they have been researched independently in some depth, but less so in conjunction with one

another. In order to define the boundaries for this particular research project, it is appropriate to provide an in-depth examination of recruitment and selection literature in the first instance. Darnold and Rynes (2013) claimed in the last 35 years since the

first edition of the Handbook of Psychologists, substantial work has been undertaken

to improve the extent of research into the topic of recruitment. They remarked the majority of this progress has been in the last decade including Guion’s (1976) one-

page address which acknowledged the requirement for recruitment research, and that the quality and quantity of knowledge had advanced somewhat. However, although substantial research progress has been made in this area, more recently there has been a lack of specific literature focused on the use of social media for

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recruitment purposes (Brown and Vaughan, 2011; Davison, Marisat and Bing, 2011; Roth et al, 2013).

Darnold and Rynes (2013, p.104) referred to the outcomes of previous recruitment research reviews (Rynes, 1991; Rynes and Cables, 2003) and they concluded although excellent progress has been made in terms of the quantity of research into recruitment, it still required further organisational level research, including research which is more qualitatively focused, in order to fully understand the recruitment process and its elements. They suggested prior to 1991, the

emphasis within recruitment research was too narrow and only examined individuals or single organisations, thus hindering the potential for generalisability from the research outputs. They found because of these boundaries “considerable leaps of faith” were required so that HRM practitioners could translate the findings into

practical strategies for application within their respective organisations (Darnold and Rynes, 2013, p.104).

Prior to Darnold and Rynes review, the majority of studies recommended recruitment research should be concentrated more contextually within organisations, so as to provide richer data and to facilitate greater in-depth analysis, albeit it

appears these recommendations and subsequent research outputs have not reflected the recommendations. They also referred to the dramatic changes in the business environment on a macro level, including the state of the economy in the last 20 to 25 years; the impact of globalisation and they argued rapid developments in technology such as the use of job-boards and social media platforms by recruiters, have not received nearly enough attention by researchers. Through examining the inconsistencies in research and reviews which have been carried out to-date, they contended it is clear further work by researchers is required.

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Prior to Darnold and Rynes review, Collins and Stevens (2002, p.1121) claimed previous studies into recruitment have failed to acknowledge the complexity of the recruitment process and as such, led to numerous misrepresentations and a scarcity of robust theoretical grounding. Darnold and Rynes (2013) did not claim to have solved this problem nor have they suggested that it has been rectified by other authors in the field. On the contrary, they have continued to find a dearth in research which fully acknowledges the significant number of variables in the recruitment process and a continued lack of studies which combine some or all of the elements in recruitment, rather than treating them in isolation. Dineen and Soltis (2011) have suggested further research is needed to examine the concept of recruitment metrics, with specific reference to the various stages of the recruitment process, with the success of these metrics clearly defined in order to be useful and generalisable outside of the research context. They also argued if a researcher is to understand the size and quality of elements of the recruitment process, such as applicant pool they must understand and appreciate the use of targeting strategies by employers to guarantee the best possible results. This is something which is vital when

organisations are considering the use of social media for recruitment, as there is not one generally accepted view connected to how the use of social media may

generate the optimal number of applicants from a recruitment campaign. When considered collectively, the lack of academic attention in this area suggests there is obvious scope for further research and that it is critical the research is not carried out in isolation (from the other elements) and that it is conducted at an appropriate level within organisations.

In conclusion, this review of the literature relating to recruitment research has revealed that for many years there has been a significant gap in relation to the

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knowledge and understanding of many facets of the recruitment process, albeit more recently there have been some advances. This research should further advance our understanding of the topic and before proceeding to the examination of the literature relating to recruitment; first it is important to consider recruitment more broadly. It is important later in this inquiry to treat recruitment and selection processes

independently, because of the nature of the research questions and their specific focus on recruitment, but a general overview of recruitment and selection must be addressed first.