How people perceive different types of social media screening and their behavioral intention to pursue employment

Bowen, Chieh‐Chen; Stevenor, Brent A.; Davidson, Sierra G.

doi:10.1016/j.chbr.2021.100089

Cited by 6 publications

(7 citation statements)

References 24 publications

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“…Toma et al revealed that sharing positive news, active postings and participation in online discussion groups has positive repercussions on youth well-being while cyberbullying and social comparisons with peers have negative repercussions [35]. Researchers found that social media usage may influence the intentions and behaviors of consuming [36], health education and promotion [37], pursuing employment [38], traveling [39], etc. Thus, we conducted social media research on intentions and perspectives to find the impact of anonymous social applications.…”

Section: Research Questions and Organizationmentioning

confidence: 99%

User Intention of Anonymous Social Application “Soul” in China: Analysis based on an Extended Technology Acceptance Model

Song

2021

JTAER

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Anonymity is an inherent attribute of the Internet. Depending on pseudonyms, cyber citizens can role play and present themselves by reconstructing a different identity. In order to satisfy the needs of anonymous self-expression, anonymous social applications have become popular worldwide. In this paper, we conduct a survey regarding user intention (UI) of “Soul”, which is a popular anonymous social media application in China, especially for the youth. For this purpose, we design an adapted technology acceptance model (TAM) consisting of seven influencing factors, i.e., perceived usefulness (PU), perceived ease of use (PEOU), perceived anonymity (PA), perceived privacy riskiness (PPR), subjective norms (SN), emotional attachments (EA) and perceived interactivity (PI). Both the measurement and structural models are tested via partial least squares structural equation model. The results show that PU, PEOU, PPR and PI have a significant relationship with UI. Therein, both SN and EA can impact PU, and meanwhile, the direct paths between PI → PEOU, PA → PPR also exist. Contrary to expectation, the effect of SN on UI is not directly significant. The proposed model is able to explain 64.1% of variance for UI among Soul users. The results suggest that the proposed constructs provide relatively good explanations for the continuous intention to use the Soul app.

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Section: Research Questions and Organizationmentioning

confidence: 99%

User Intention of Anonymous Social Application “Soul” in China: Analysis based on an Extended Technology Acceptance Model

Song

2021

JTAER

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“…This study shows that while Chinese job seekers might be slightly less critical than their North American counterparts about the fairness and job‐relevance of cybervetting, they still generally view this practice negatively. Because applicant reactions to cybervetting can impact recruitment outcomes (Bowen et al, 2021), organizations should consider this when choosing whether or not (or how) to engage in such practices.…”

Section: Discussionmentioning

confidence: 99%

“…Because applicant reactions to cybervetting can impact recruitment outcomes (Bowen et al, 2021), organizations should consider this when choosing whether or not (or how) to engage in such practices.…”

Section: Discussionmentioning

confidence: 99%

“…Overall, a large number of Chinese job seekers thus could be cyber‐vetted every day, but we know very little about their attitudes or reactions toward such practices. This is unfortunate, because job seekers’ attitudes or reactions can influence their views of the hiring organization or the likelihood of accepting a job offer (Bowen et al, 2021; McCarthy et al, 2017).…”

Section: Introductionmentioning

confidence: 99%

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Job seekers' attitudes toward cybervetting in China: Platform comparisons and relationships with social media posting habits and individual differences

Roulin

Liu

2023

Int J Selection Assessment

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Cybervetting, or reviewing applicants' social media profiles, has become a central part of the hiring process for many organizations. Yet, extant cybervetting research is largely limited to Western platforms and samples. The present study examines the three core elements of attitudes toward cybervetting (ATC-perceived justice, privacy invasion, and face validity) using a sample of 200 Chinese job seekers providing their views on three popular platforms in China (WeChat, QQ, and Weibo). Attitudes were negative across all platforms, although slightly more positive for WeChat. ATC were associated with job seekers' social media posting habits (e.g., posting positive content more frequently) and individual differences (i.e., gender and extraversion). Organizations should be mindful that cybervetting might impede the recruitment of talents.

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“…Studies (Bowen et al , 2021) suggest that applicants are more comfortable with organizations collecting information from professional SM sites such as LinkedIn, because the information provided is directly related to the applicant’s job-related qualifications and experiences. Research also suggests that bias exists regarding how SM is used to evaluate candidates – professional SM sites are used more often to elicit positive information, whereas personal SM sites are used to collect negative information (Hartwell and Campion, 2020).…”

Section: Recommendation For Organizationsmentioning

confidence: 99%

Strategic use of social media to screen job applicants – a review of the benefits, concerns and best practices

Choudhury

2022

SHR

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Purpose This paper aims to examine the role of social media in screening job seekers. As social media sites have gained popularity in recent times, organizations are able to access large amounts of professional and personal information of job applicants. This information is used primarily to narrow the applicant pool, but concerns exist regarding the appropriateness of using such practices. The author identifies several best practices that can increase the effectiveness and reliability of using social media as a source of applicant data. Design/methodology/approach The author reviewed relevant literature and research on the use of social media websites to screen applicants, identifying the benefits of such practices, along with its costs. Findings This paper aims at further developing the understanding of strategically using social media for applicant screening purposes and the implications of such practices. The author points out both the positive and negative aspects of using social media as a screening tool, with the hope that practitioners will use the information from job seekers’ social media pages in an unbiased and nondiscriminatory manner. Originality/value This paper provides guidelines regarding appropriate utilization of social media as a screening tool as part of an organization’s recruitment and selection process.

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How people perceive different types of social media screening and their behavioral intention to pursue employment

Cited by 6 publications

References 24 publications

User Intention of Anonymous Social Application “Soul” in China: Analysis based on an Extended Technology Acceptance Model

User Intention of Anonymous Social Application “Soul” in China: Analysis based on an Extended Technology Acceptance Model

Job seekers' attitudes toward cybervetting in China: Platform comparisons and relationships with social media posting habits and individual differences

Strategic use of social media to screen job applicants – a review of the benefits, concerns and best practices

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