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This study examines how using information and communication technologies (ICT) affects the performance of Tunisian SMEs in human resources management (HRM). The findings indicate that numerous Tunisian small and medium-sized enterprises struggle to integrate ICT tools into human resource management due to inadequate foundational knowledge about these technologies and a limited understanding?of their functionality. Consequently, they may underperform. As argued by Müller and Voigt (2021), proper utilization of ICT can be achieved through the appropriate?adoption of tools and the continuous development of digital skills within human capital. Jones and Kim (2020) also highlight the significance of this finding, suggesting that investment in tools (e.g., the intranet) not only enhances internal communication but also forges connections between mobile employees, those working from home, and office-based employees.

The ongoing digitization of professional interactions has significantly altered how employers evaluate candidates throughout the hiring process, with digital footprints emerging as a crucial factor in recruitment decisions. This integrative literature review investigates the influence of digital footprints on two essential recruitment outcomes: interview invitation rates and perceived cultural fit. Digital footprints, which encompass social media activity, professional profiles, and online interactions, provide employers with valuable insights into a candidate's qualifications, personality traits, and cultural alignment. Research indicates that candidates with well-managed digital profiles, particularly on platforms such as LinkedIn, tend to receive a higher number of interview invitations, whereas adverse online content can negatively impact job prospects. Furthermore, employers are increasingly leveraging digital footprints to gauge cultural fit by analysing online behavior, shared content, and social media interactions to assess alignment with organizational values. However, the reliance on digital footprints raises ethical concerns, including privacy issues, unconscious bias, and discrimination, as employers may unconsciously favour candidates who share similar personal or political views. The review underscores the necessity for standardized ethical guidelines in digital screening practices to ensure fair and unbiased hiring decisions. Additionally, job seekers are encouraged to proactively manage their online presence, curating content that accurately represents their professional identity. Employers should strive to balance efficiency with fairness by implementing transparent digital screening policies to mitigate bias risks. This study contributes to both academic discourse and practical approaches for digital hiring, emphasizing the importance of ethical frameworks and systematic evaluations in the digital recruitment process. Future research should investigate cross-cultural variations in digital screening practices and the implications of artificial intelligence in automating digital footprint assessments. Ensuring fairness and transparency in digital hiring practices will be essential for fostering equitable employment opportunities in the digital era.