Alternative Sources of Information and the Selection Decision Making Process

Abstract

Personal information available on networking websites such as and Facebook © and LinkedIn © is being used more frequently in the workplace. This study examined the effect of alternative sources of information (i.e., information beyond that provided on a formal resume) on applicant evaluations and selection decision making. Alternative information was provided in a format similar to that utilized on social networking websites. Specifically, information was provided about job candidates' alcohol consumption and gambling habits, information not typically found on resumes. It was hypothesized that evaluations of job candidates would be negatively influenced by the provision of negative information through a non resume source. The results indicated that alcohol consumption negatively affected evaluations of job candidates in five areas (likelihood of extending an interview invitation, assessment of qualifications, recommendation for hire, expected work performance, and expected work tenure). Gambling was found to negatively affect evaluations of job candidates in one area (expected work tenure), and the interaction between alcohol consumption and gambling was found to negatively affect evaluations of job candidates in three areas (assessment of qualifications, recommendation for hire, and expected work tenure). Consistent with the hypothesis, it appears that exposure to negative information through a non resume source negatively affected evaluations of job candidates.

Intelligent-Based Job Applicants’ Assessment and Recruitment System

“…Many types of research reach agreement with this study indicating that unequivocal information will eliminate the challenges of effective recruitment. Instances of some of these works are stated below: The authors in [28] exploited individual data accessible on networking websites like Facebook to appraise the candidates and on assortment choice making.…”

The relationship between recruiter characteristics and applicant assessment on social media

“…Recruiters' impressions of applicant hireability depend generally on the assessment of information such as academic qualifications, work experience, and extracurricular activities, because they form causal judgments regarding the applicants' work-related skills and abilities based on this assessment (Cole, Rubin, Feild, & Giles, 2007). Negative evaluations and the likelihood of quitting a job, on the other hand, are predicted by content such as alcohol consumption and gambling habits on the applicants' personal web pages (Weathington & Bechtel, 2012).…”