Game-Thinking Within Social Media to Recruit and Select Job Candidates

2016 ◽  
pp. 103-124 ◽  
Author(s):  
Andrew B. Collmus ◽  
Michael B. Armstrong ◽  
Richard N. Landers
Keyword(s):  
Social Media ◽  
Job Candidates

scholarly journals Screening Job Candidates With Social Media

2020 ◽  
Vol 32 (4) ◽  
pp. 63-84 ◽  
Author(s):  
John R. Drake ◽  
Christopher P. Furner
Keyword(s):  
Social Media ◽  
Privacy Protection ◽  
Media Production ◽  
Popular Press ◽  
Job Candidates ◽  
Candidate Characteristics ◽  
Positive Impression

With the proliferation of social media, job candidate screening and evaluation professionals have new avenues to gather information regarding job candidates. Job candidates recognize that recruiters will examine their social media, and tailor their profiles to foster a positive impression. However, recent popular press news suggests that some employers are taking social media screening to more invasive levels. This study seeks to evaluate how job candidates respond to social media screening from recruiters. Using a scenario-based experiment with 290 subjects, the authors tested relationships between candidate characteristics and trust in the recruiter as well as hesitancy to accept an offer. This research found that under all conditions, trust reduces hesitancy to accept the offer and that age reduces trust in the company. Further, this article found differences in the relationships between privacy protection competence, social media production and trusting stance on trust in the company based on the level of social media screening.

scholarly journals Think before you post... Your future employer may be watching

2014 ◽  
pp. 149-154
Author(s):  
Elliott Payne
Keyword(s):  
Social Media ◽  
Social Networking ◽  
Search Engines ◽  
Social Networking Sites ◽  
Swimming Pool ◽  
The Internet ◽  
Digital Footprint ◽  
Job Candidates ◽  
Purdue University

The explosion of social networking sites in recent years has given many Kim Kardashian wannabes an opportunity to display and glamorise their supposed activities and achievements. However, it has also unwittingly given employers an opportunity to pry into the personal (and at times very personal) affairs of their prospective employees through the practice of cyber-vetting. Social media users should take note. They should think very carefully before they post, tweet or upload a photograph as their future employer may be watching and to paraphrase US Chief Judge Alex Kozinski, removing something from the Internet is about as easy as removing urine from a swimming pool! Dr Brenda Berkelaar of Purdue University, who completed a PhD on cyber-vetting, described the practice as: “when organizations use information from search engines or social networking communities to evaluate job candidates.” In its simplest form, cyber-vetting is the examination by employers of the digital footprint ...

EXPLORING THE POTENTIALS OF SOCIAL MEDIA IN SCREENING JOB CANDIDATES

2018 ◽  
Author(s):  
Rdouan Faizi ◽  
Sanaa El Fkihi ◽  
Raddouane Chiheb
Keyword(s):  
Social Media ◽  
Job Candidates

scholarly journals Australian employer perceptions of unprofessional social media behaviour and its impact on graduate employability

2019 ◽  
Vol 10 (2) ◽  
pp. 104-121
Author(s):  
Karen Sutherland ◽  
Karen Freberg ◽  
Christina Driver
Keyword(s):  
Social Media ◽  
Employee Recruitment ◽  
Graduate Employability ◽  
Employer Perceptions ◽  
Job Candidates ◽  
Unacceptable Behavior ◽  
New Knowledge ◽  
Harm To Others ◽  
Social Media Presence ◽  
Use Of Social Media

Social media has become a tool used for the process of employee recruitment in a range of industries. The technology is utilised by job candidates and by employers and job-recruiters to screen and source suitable staff for their organisations. Research has investigated issues relating to ethics, privacy and accuracy regarding employers’ use of social media to screen prospective employees. Yet, limited research has been conducted to investigate employer perceptions of prospective/current employees’ unprofessional social media behavior. Our study involved a survey of 396 Australia employers from a range of industries to explore the influence of job-candidates’ social media presence on employer decision-making and the most unprofessional social media behaviors according to employers. Our investigation found 82% of employers are influenced by a job candidate’s social media presence and using social media to intentionally cause harm to others was perceived by employers as the most unprofessional social media behavior. The findings from this study will assist educators in guiding university students and graduates to meet industry expectations as professionals and provide scholars with new knowledge as to what is deemed to be unacceptable behavior in a professional context at this point in the evolution of social media.    

The hunt for red flags: cybervetting as morally performative practice

2021 ◽  
Author(s):  
Steve McDonald ◽  
Amanda K Damarin ◽  
Hannah McQueen ◽  
Scott T Grether
Keyword(s):  
Social Media ◽  
Labor Market ◽  
Red Flags ◽  
Hiring Decisions ◽  
Market Institutions ◽  
Organizational Fit ◽  
Workplace Interactions ◽  
Job Candidates ◽  
Different Types ◽  
Internet Searches

Abstract Cybervetting refers to screening job candidates by evaluating information collected from internet searches and social media profiles. Relatively little is known about how organizational actors use this practice in hiring decisions. Interviews with 61 human resource (HR) professionals reveal that they cybervet in order to minimize hiring risks and maximize organizational fit. Their judgments are deeply rooted in assessments of job candidates’ moral character and how it might affect workplace interactions. Because it involves the construction of moral criteria that shape labor market actions and outcomes, we describe cybervetting as a morally performative practice. HR professionals express enthusiasm for cybervetting, but also concerns about privacy, bias and fairness. Importantly, cybervetting practices and policies vary substantially across different types of organizations. These findings deepen our understanding of how organizational actors define and regulate moral behavior and how their actions are moderated by market institutions.

Legal Implications of Utilizing Micro-Blogs in Employment Practices

2015 ◽  
pp. 208-225
Author(s):  
Stephanie A. Tryce
Keyword(s):  
Social Media ◽  
Equal Employment Opportunity Commission ◽  
Work Experiences ◽  
Privacy Rights ◽  
Business Professionals ◽  
Legitimate Business ◽  
Business Interests ◽  
Legal Implications ◽  
Job Candidates ◽  
Social Media Platforms

Business professionals take full advantage of micro-blogs and other social media platforms as powerful tools in recruiting and screening job candidates. In addition businesses aggressively monitor employees' social media use, both inside and outside the workplace, as employees actively use these platforms to both discuss work experiences and perform work duties. These monitoring practices seem warranted as the Equal Employment Opportunity Commission recognizes hiring practices, harassment, and off-duty conduct as the top three areas of conflict in the workplace. Much litigation and literature in this area focuses largely on employees' privacy rights; this chapter will take a more encompassing view and assert that having a strong corporate-wide social media policy in place can help strike an equitable balance between an employee's expectation of privacy and an employer's legitimate business interests in selecting ideal job candidates, managing its brand image, protecting the company's proprietary interests and assuring a harassment free workplace.

Where Social Media Meets AAC

ASHA Leader ◽  
2015 ◽  
Vol 20 (7) ◽  
Author(s):  
Vicki Clarke
Keyword(s):  
Social Media
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