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Abstract(s)
Employers are increasingly using Social Networking Sites (SNS) to support hiring decisions, and yet the knowledge of their practice patterns remains limited. This paper aims to (a) examine which and to what extent selectors analyze applicant’s profile features to support hiring decisions, and (b) explore the issues selectors perceive as being important while using SNS in personnel selection. It employs a two-phase methodology: a questionnaire-based survey, and a semi-structured interview study. Selectors report to examine more often job-related features, though they also admitted to analyze protected personal details and non-job related features. From the statistical analysis of the profile features being analyzed, three different patterns emerged, suggesting that selectors (a) exclude applicants during pre-selection and after a face-to-face interview, and (b) collect additional information about applicants to know them more deeply. Practitioners highlighted, among others, privacy, impression management, standardization, and possible bias issues. Conclusions and implications of these findings are discussed.
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Keywords
Social networking sites personnel selection cybervetting human resource management