Cybervetting

Berkelaar, Brenda L.; Harrison, Millie A.

doi:10.1002/9781118955567.wbieoc054

Cited by 7 publications

(3 citation statements)

References 9 publications

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“…The term cybervetting refers to the gathering of online information about applicants, mainly by inspecting professional (e.g., LinkedIn) or social media profiles (e.g., Facebook, Twitter; Berkelaar, 2014; Berkelaar & Harrison, 2017). According to recent surveys, at least two out of three recruiters use such social media assessments (Hartwell & Campion, 2020; Roth et al, 2019; Smith, 2017).…”

Section: Study Backgroundmentioning

confidence: 99%

Politics speak louder than skills: Political similarity effects in hireability judgments in multiparty contexts and the role of political interest.

Mönke

Lievens

Heß

et al. 2024

Journal of Applied Psychology

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Recruiters increasingly cybervet job applicants by checking their social media profiles. Theory (i.e., the political affiliation model, PAM) and research show that during cybervetting, recruiters are exposed to job-unrelated information such as political affiliation, which might trigger similarity-attraction effects and bias hireability judgments. However, as the PAM was developed in a more polarized two-party political system, it is pivotal to test and refine the PAM in a multiparty context. Therefore, we asked working professionals from the United States (two-party context, N = 266) and Germany (multiparty context, N = 747) to rate an applicant’s hireability after cybervetting a LinkedIn profile that was manipulated in a between-subjects design (party affiliation by individuating information). Key tenets of the PAM could be transferred to multiparty contexts: The political similarity-attraction effect predicted hireability judgments beyond job-related individuating information, especially regarding organizational citizenship behavior. In addition, in a multiparty context, these biasing effects of political similarity and liking were not attenuated. Yet, there were also differences: In a multiparty context, political similarity had to be operationalized in terms of political value similarity and recruiters’ political interest emerged as a significant moderator of the effects. So, this study refines the PAM by showing in multiparty contexts the importance of (a) a values-based perspective (instead of a behavioral political affiliation perspective) and (b) political interest (instead of identification). Accordingly, we provide a more nuanced understanding of when political affiliation similarity contributes to perceived overall similarity in affecting liking and hireability judgments in cybervetting.

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Section: Study Backgroundmentioning

confidence: 99%

Politics speak louder than skills: Political similarity effects in hireability judgments in multiparty contexts and the role of political interest.

Mönke

Lievens

Heß

et al. 2024

Journal of Applied Psychology

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“…Proactive vetting of a person's past and present is a routine component of public relations damage control. Cybervetting extracts available online information about anyone affiliated with the brand (Berkelaar and Harrison 2017). Scrutinizing Facebook, Instagram, LinkedIn, Twitter, and other online content is fair game for researchers planning an interview and for potential participants to do the same about researchers.…”

Section: Why Do Gatekeepers Vet?mentioning

confidence: 99%

Want to Interview a Politician? Ways to Prepare for Digital Vetting by Political Staffers

Esselment

Marland

2019

APSC

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This article outlines how the advent of digital-communications technology, particularly social media, has contributed to an increased wariness by political elites to grant interviews to researchers. Errant remarks, misquotes, and comments taken out of context can exact a heavy price. Thus, politicians and their gatekeepers are far more cautious and risk averse than in decades past, which puts qualitative research methods—and the rich data they produce—in peril. Insights drawn from 32 qualitative, semi-structured interviews with social scientists, political journalists, and political staffers in six countries revealed that academics who submit interview requests should expect to be subjected to online scrutiny—a vetting—by gatekeepers before any access is granted. Digital screening aims to assess the authenticity and objectivity of the researcher. Our findings suggest that scholars who want to pursue qualitative research with politicians must practice online reputation management and perhaps even delve into personal marketing.

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“…Cybervetting is the process of conducting online research on candidates to achieve different information, which can involve their family, daily life, hobbies, opinions, and much more (Berger, 2015;Backman & Hedenus, 2019). For Berkelaar and Harrison (2016), cybervetting is the way of getting online data, whose goal is to analyze an individual's fitness for a specific role. Recruiters assess candidates both based on information from social media, and also from the lack of information, which can be detrimental to the candidate, but not eliminate him/her.…”

Section: Introductionmentioning

confidence: 99%

Dimensions of the use of technology and Artificial Intelligence (AI) in Recruitment and Selection (R&S): benefits, trends, and resistance

BLUMEN,

CEPELLOS

2023

Cad. EBAPE.BR

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This study investigates the dimensions of the use of technological devices, including Artificial Intelligence (AI) in Recruitment and Selection (R&S) processes, from the perspective of recruiters from pharmaceutical companies located in the state of São Paulo. A qualitative research was carried out, through a semi-structured interviews with 12 people with experience in R&S before and after the advent of technology. The benefits, trends, and resistance regarding the use of technology and AI in R&S processes were verified. One benefit is the role of technology and AI in reducing the bureaucracy of HR, leaving it with a more strategic and consultative focus, by reducing time and cost in screening CVs and selecting candidates. A trend was that the pandemic brought a paradigm shift in the use of technologies in the R&S process, which should be used, either fully or partially, for a greater range of vacancies. Resistance was found in the skepticism about the assertiveness in candidate selection from the use of technology and AI due to the reduction of human contact. The ambiguous questions about the implications of the use of technology and AI on business diversity were also discussed. Suggestions for future research and research limitations were also presented.

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Cybervetting

Cited by 7 publications

References 9 publications

Politics speak louder than skills: Political similarity effects in hireability judgments in multiparty contexts and the role of political interest.

Politics speak louder than skills: Political similarity effects in hireability judgments in multiparty contexts and the role of political interest.

Want to Interview a Politician? Ways to Prepare for Digital Vetting by Political Staffers

Dimensions of the use of technology and Artificial Intelligence (AI) in Recruitment and Selection (R&S): benefits, trends, and resistance

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