Abstract
AbstractThis study integrates identity and situational strength theories into a realistic accuracy model framework to develop and test hypotheses regarding how hiring managers perceive social media (SM) information, and how those perceptions translate into ratings. In Study 1, 310 h professionals rated which SM content they perceive as most useful in assessing applicants on various work‐related constructs. The provided a foundation for Study 2, where 151 h professionals participated in an experimental hiring simulation to understand whether these perceptions of SM information translate into rating behavior. Results indicate that manipulating SM content influenced HR professionals’ ratings of applicants. Non‐job‐related SM content influenced ratings of work‐related constructs more strongly than job‐related content. Professional SM was rated more favorably than personal SM.
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