“I” feel(s) left out: The importance of information and communication technology in personnel selection research

Roulin, Nicolas; Langer, Markus; Bourdage, Joshua S.

doi:10.1017/iop.2021.79

Cited by 3 publications

(8 citation statements)

References 26 publications

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“…From the perspective of the current study, the most important division separates SNSs into two types: (a) communities of people who share some type of professional interests (e.g., LinkedIn); and (b) "egological" ones, the purpose of which is building relations among groups of peoples (e.g., Facebook). This division is the one most commonly used in research on the use of SNSs in HR practices (Aguado et al, 2016;Roth et al, 2016;Cook et al, 2020;Roulin et al, 2021). Both types of SNSs "allow individuals: (a) to build a public or semi-public profile within a well-defined system, (b) to articulate a list of users with whom they have a connection and, finally, (c) to see and cross their connections list with others made by different individuals belonging to the same system" (Gonzalez et al, 2019, p. 707).…”

Section: Social Media and Their Typesmentioning

confidence: 99%

Section: Social Media and Their Recruitment Usementioning

confidence: 99%

“…Many researchers are skeptical about the predictive value of using Facebook as a data source in employee selection processes (Van Iddekinge et al, 2016;Zhang et al, 2020;Roulin et al, 2021). Opinions on data extracted from LinkedIn are sometimes more favorable (Cook et al, 2020;Roulin et al, 2021). For example, Roulin and Levashina (2019) found that hiring recommendations based on LinkedIn assessments were positively associated with several career success indicators.…”

Section: Social Media and Their Recruitment Usementioning

confidence: 99%

“…Research on SNS screening in the selection process is still scarce (Roth et al, 2016;McCarthy et al, 2017;Woods et al, 2020) and their findings often diverge. Some indicate the negative effects of social media screening on candidate responses (Aguado et al, 2016), while some state that the effects can be positive, particularly in cases of professional SNSs (Cook et al, 2020;Roulin et al, 2021). It is also shown that the opinions of candidates may differ from country to country (Gruzd et al, 2020), or be indirectly and situationally affected.…”

Section: Negative Fairness Assessment As An Obstacle To the Use Of Ic...mentioning

confidence: 99%

“…Quite unanimously, studies show negative reactions from potential candidates to private SNS screening (Bohnert & Ross, 2010;Aguado et al, 2016;Baglione et al, 2020;Roulin et al, 2021), although it is sometimes emphasized that social media competencies, such as the ability to restrict access to profile information, mitigate this negative reaction (Suen, 2018;Baglione et al, 2020). Since the start of this research, differences between private and professional SNSs have also been highlighted, both in terms of the scale of their use by HR (Nikolaou, 2014) and candidates' reactions to this use.…”

Section: Negative Fairness Assessment As An Obstacle To the Use Of Ic...mentioning

confidence: 99%

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Predictors of fairness assessment for social media screening in employee selection

Balcerak¹,

Woźniak²,

Zbuchea³

2023

JEMI

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PURPOSE: The purpose of this paper is to analyze the factors that determine the response of potential candidates to the screening of private (represented by Facebook) and professional (LinkedIn) social networking sites (SNS) for personnel selection purposes, and in particular to examine how SNS screening in the personnel selection process is perceived by innovative candidates. METHODOLOGY: The empirical data were obtained through an e-questionnaire survey among c. 150 young Polish Internet users in 2021. Multiple linear regression with backward elimination was used to determine the predictors of perceived justice of Facebook and LinkedIn screening in the selection process. FINDINGS: The results confirmed previous scientific findings that the perceived justice of Facebook cybervetting is significantly lower than for LinkedIn and the privacy invasiveness of Facebook screening was rated significantly higher than for LinkedIn. The results of linear regression with backward elimination indicated that among the assumed factors influencing the perceived justice of Facebook and LinkedIn screening in the selection process (i.e., privacy invasiveness, personal innovativeness, self-image management, risk aversion, ability to control a social networking site’s information, above average performance self-assessment, a general concern for internet privacy, and – in the case of LinkedIn – having an account on LinkedIn) the perceived privacy invasiveness is the best predictor of perceived justice of both private (Facebook), and professional (LinkedIn) social networking site screening for personnel selection purposes. Also, the candidate’s self-image management affects the perceived justice of both types of social media used as selection tools, whereas personal innovativeness increases the acceptance of private social media (Facebook) scanning for this purpose. IMPLICATIONS: This study contributes to the body of knowledge regarding the perceived justice of ICT-based selection tools, and of social networking site screening for personnel selection purposes in particular. It expands the knowledge about the applicability of social networking site content analysis of Polish users, especially of innovative candidates. The paper also provides some practical recommendations to help organizations apply social media content analysis in a way that minimizes potential candidates’ perception of privacy invasiveness and increases their fairness perception. ORIGINALITY AND VALUE: It is the first application of a cybervetting scale on a Polish sample that is advantageous in terms of comparability of data from different countries. We found that activities focused on creating one’s online image foster a higher acceptance of cybervetting that can diminish predictive validity of this type of selection practices.

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Section: Social Media and Their Typesmentioning

confidence: 99%

Section: Social Media and Their Recruitment Usementioning

confidence: 99%

Section: Social Media and Their Recruitment Usementioning

confidence: 99%

Section: Negative Fairness Assessment As An Obstacle To the Use Of Ic...mentioning

confidence: 99%

Section: Negative Fairness Assessment As An Obstacle To the Use Of Ic...mentioning

confidence: 99%

See 3 more Smart Citations

Predictors of fairness assessment for social media screening in employee selection

Balcerak¹,

Woźniak²,

Zbuchea³

2023

JEMI

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Revealing the influence of AI and its interfaces on job candidates' honest and deceptive impression management in asynchronous video interviews

Suen,

Hung

2024

Technological Forecasting and Social Change

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Instantaneous audience responses: an organizational genre theory perspective

Kim,

Greiner,

Zhu

2024

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PurposeThe worldwide imposition of lockdown measures to control the 2020 coronavirus disease 2019 (COVID-19) outbreak has shifted most executive communications with external stakeholders online, resulting in quick responses from stakeholders. This study aims to understand how presentational styles exhibited in online communication induce immediate audience responses and empirically test the effectiveness of reactive impression management tactics.Design/methodology/approachThe authors analyze presentational styles using MP3 files containing executive utterances during earnings call conferences held by S&P 100-listed firms after June 2020, the quarter after the World Health Organization declared the COVID-19 outbreak a pandemic on March 11, 2020. Using timestamps, the authors link each utterance to a 1-minute interval change in the ask/bid prices of the stocks that occurs a minute after the corresponding utterance begins.FindingsExhibiting an informational presentation style in earnings calls leads to positive and immediate audience responses. Managers tend to increase their reliance on promotional presentation styles rather than on informational ones when quarterly earnings exceed market forecasts.Originality/valueDrawing on organizational genre theory, this research identifies the discrepancy between the presentation styles that audiences positively respond to and those that managers tend to exhibit in earnings calls and provides a reactive impression management typology for immediate responses from online audiences.

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“I” feel(s) left out: The importance of information and communication technology in personnel selection research

Cited by 3 publications

References 26 publications

Predictors of fairness assessment for social media screening in employee selection

Predictors of fairness assessment for social media screening in employee selection

Revealing the influence of AI and its interfaces on job candidates' honest and deceptive impression management in asynchronous video interviews

Instantaneous audience responses: an organizational genre theory perspective

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