Key Features:

- No of Pages: 77

- No of Chapters: 05

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Introduction:

Abstract

The abstract of this research is only available in the paid version.

Table of Content

Acknowledgments

Executive Summary



Chapter One - Introduction

Overview

Purpose and Focus of Research

Research Outline

Summary



Chapter Two - Literature review

Introduction

Review of Recruitment Source Literature

Recruiting Sources

Recruiting Source Classification

The Behavior of a Jobseeker

Formal vs. Informal

Social Networks

Theory of Social Networks

Social Networks and the Media

Culture and the Jobseeker

Favoritism

Summary



Chapter Three - Methodology

Introduction

Mixed-Methods

Data Collection Instruments

Respondents Sample

Data Collection

Summary



Chapter Four - Findings and Data Analysis

Introduction

Presentation of Quantitative Data

Presentation of Qualitative Data

Analysis of Results

Jobseeker and job search

Most Popular Source

Social Networking

Newspapers

Employee Referral vs. Newspaper: an organization perspective

Favoritism, Nepotism and Cronyism

The Nigerian connection

Summary



Chapter Five - Discussion

Overview

Conclusion

Recommendations

Reflections

References

Appendix 1

Questionnaire

Appendix 2

Proposal

Introduction

Prevalent literature on the utilization of recruitment sources by jobseekers show that informal sources, in particular, networking (which includes employee referrals and the use of social networks on social media), are more effective for job search than formal sources. This paper suggests that more jobseekers employ networking than they do newspapers, company websites and online job boards in their job search activities. The way people use their social networks in job-hunting appears to be influenced by their collective culture and this culture may inspire the practice of favoritism in the recruitment process. Mixed-methods research was performed on a sample of 84 Nigerian jobseekers residing in Lagos State. The data and available recruitment literature both seem to agree that more jobseekers use their social networks in job-hunting than other methods. It also explains that Nigerian jobseekers perceive that favoritism is a rampant practice in the labor market and they believe that before a jobseeker can achieve employment within a recruiting organization, s/he needs to know someone within that organization who will help them in securing employment.