Abstract
Abstract 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.
Sign-in/Register to access full text options 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
