“…Social media is so common in industrialized cultures that not having an online profile sometimes results in employers making assumptions about social‐, technology‐, and computer‐related competencies (Stoughton, Thompson, & Meade, 2015). Additionally, recent studies with professional hiring managers (Berkelaar, 2017; Hartwell & Campion, 2019; Tews, Stafford, & Kudler, 2020) and university students with no actual hiring experience (Melton, Miller, Jensen, & Shah, 2018) highlight that both groups provide similar reasons for wanting to engage in cybervetting and similar ways in which they are influenced by an applicant's social media presence. For example, both hiring managers and students believe that screening applicants’ social media profiles allow for an assessment of their personality that is less influenced by impression management as compared to conducting an in‐person interview.…”