Examining Applicant Reactions to the Use of Social Networking Websites in Pre-Employment Screening

Stoughton, J. William; Thompson, Lori Foster; Meade, Adam W.

doi:10.1007/s10869-013-9333-6

Cited by 100 publications

(109 citation statements)

References 56 publications

Supporting

Mentioning

106

Contrasting

Order By: Relevance

“…However, while social media has “the potential to revolutionize organisational behaviour…and a variety of Human Resource (HR) functions, including recruitment” (McFarland & Ployhart, , p. 1653), research in e‐HRM contexts is limited. Rather, it has typically focused on the use of social media for applicant screening: how job seekers’ images are portrayed and conceived via online social profiles, and applicants’ perceptions of such practices (Brown & Vaughn, ; Stoughton, Thompson, & Meade, ). To our knowledge, we are the first to investigate how job seekers conceive organizations’ Facebook profiles in particular.…”

Section: Introductionmentioning

confidence: 99%

Web‐based corporate, social and video recruitment media: Effects of media richness and source credibility on organizational attraction

Frasca

Edwards

2017

Int J Selection Assessment

View full text Add to dashboard Cite

Despite the high use of social media in graduate recruitment campaigns, research has yet to examine how it compares with websites and videos in influencing job seekers’ reactions. Drawing from recruitment, media richness, and source credibility theories, we proposed that the media used to present recruitment material would influence organizational attraction via perceptions of media richness and source credibility. Results of a between‐subjects study, with 342 participants holding or working toward a degree, show that when a standardized recruitment message is delivered via Facebook, video, or text‐based webpage media, there are significant between‐media richness and source credibility differences. Furthermore, particular media richness features were positively related to perceptions of source credibility, and source credibility perceptions were positively related to organizational attraction. Implications for organizations’ online recruitment campaigns are discussed.

show abstract

Section: Introductionmentioning

confidence: 99%

Web‐based corporate, social and video recruitment media: Effects of media richness and source credibility on organizational attraction

Frasca

Edwards

2017

Int J Selection Assessment

View full text Add to dashboard Cite

show abstract

“…The use of such information in selection may be illegal (Brandenburg, ; Brown & Vaughn, ; Davison, Maraist, Hamilton, & Bing, ; Slovensky & Ross, ) and resulting in biased decisions and discrimination (Van Iddekinge, Lanivich, Roth, & Junco, ). Moreover, company use of applicant information posted on Facebook has been associated with negative reactions from applicants, who perceive it as an invasion of their privacy (Stoughton, Thompson, & Meade, ). In contrast, the use of information posted on LinkedIn should be associated with positive reactions from applicants (Stoughton, ).…”

mentioning

confidence: 99%

LinkedIn as a new selection method: Psychometric properties and assessment approach

Roulin

Levashina

2018

Personnel Psychology

105

132

View full text Add to dashboard Cite

Various surveys suggest LinkedIn is used as a screening and selection tool by many hiring managers. Despite this widespread use, fairly little is known about whether LinkedIn meets established selection criteria, such as reliability, validity, and legality (i.e., no adverse impact). We examine the properties of LinkedIn‐based assessments in two studies. Study 1 shows that raters reach acceptable levels of consistency in their assessments of applicant skills, personality, and cognitive ability. Initial ratings also correlate with subsequent ratings done 1‐year later (i.e., demonstrating temporal stability), with slightly higher correlations when profile updates are taken into account. Initial LinkedIn‐based ratings correlate with self‐reports for more visible skills (leadership, communication, and planning) and personality traits (Extraversion), and for cognitive ability. LinkedIn‐based hiring recommendations are positively associated with indicators of career success. Potential adverse impact is also limited. Profiles that are longer, include a picture, and have more connections are rated more positively. Some of those features are valid cues to applicants’ characteristics (e.g., applicants high on Conscientiousness have longer profiles). In Study 2, we show that an itemized LinkedIn assessment is more effective than a global assessment. Implications of these findings for selection and future research are discussed.

show abstract

“…Our experience, though, is not unique. Research shows that employers regularly use the Internet to screen applicants (Dawson, Maraist, Hamilton, & Bing, 2012;Reicher, 2013;Stoughton, Thompson, & Meade, 2013). But unlike in the past where employers might only screen applicants to see if there is a reason not to hire someone, a growing number of employers screen applicants to find a reason why they should hire someone.…”

Section: "I Recalled That Someone Worked On a Similar Project At MCMImentioning

confidence: 99%

Creating an Intentional Web Presence: Strategies for Every Educational Technology Professional

2016

View full text Add to dashboard Cite

Recently, educators are pushing for students, specifically graduates, to be digitally literate in order to successfully read, write, contribute, and ultimately compete in the global market place. Educational technology professionals, as a unique type of learning professional, need to be not only digitally literate to lead and assist teachers and students toward this goal, but also model the digital fluency expected of an educational technology leader. Part of this digital fluency involves effectively managing one's web presence. In this article, we argue that educational technology professionals need to practice what they preach by attending to their own web presence. We share strategies for crafting the components of a vibrant and dynamic professional web presence, such as creating a personal website, engaging in social networking, contributing and sharing resources/artifacts, and attending to search engine optimization (SEO).

show abstract

Examining Applicant Reactions to the Use of Social Networking Websites in Pre-Employment Screening

Cited by 100 publications

References 56 publications

Web‐based corporate, social and video recruitment media: Effects of media richness and source credibility on organizational attraction

Web‐based corporate, social and video recruitment media: Effects of media richness and source credibility on organizational attraction

LinkedIn as a new selection method: Psychometric properties and assessment approach

Creating an Intentional Web Presence: Strategies for Every Educational Technology Professional

Contact Info

Product

Resources

About