Roles of Digital Footprint in Human Resource Management: A Qualitative Study

there is no adequate understanding of digital footprint and online social media in the functions of human resource management. Therefore, the purpose of this qualitative research is to understand the key issues in the use of online social media in respect to hiring and maintaining employees. In doing so, qualitative interviews have been conducted with human resources managers who were directly involved in dismissal or recruitment of employees. Finally, a number of 9 themes were obtained: The role of digital footprint in (1) enhancing complexity of employment processes, (2) optimizing and acquiring visions (better understanding of morals, manners, thoughts, etc.) with regard to job applicants, (3) maintaining employees (e.g. to reward, punish, motivate, and etc.), (4) detection of reciprocal opportunities between job applicants and employers, (5) post-employment processes, (6) the need for updating the knowledge of HR managers due to the continuous changes in environmental conditions (particularly social media), (7) the necessity of offering an opportunity to job applicants to explain the negative results of collected information, (8) the need for measuring the accuracy of online information, and (9) the necessity of educating, culture-building and creating the essential infrastructures for online social media use in the society and among employees.