How passive job candidates respond to social networking site screening

Suen, Hung-Yue

doi:10.1016/j.chb.2018.04.018

Cited by 20 publications

(25 citation statements)

References 49 publications

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“…First, organizations that used SNSs during the candidates' selection are perceived as less fair than organizations that did not (Madera, 2012). Furthermore, when SNSs screening is transparent, the candidates are less likely to perceive the selection procedure as unfair, which will reduce their intention to withdraw from employment selection (Suen, 2018). Perceived respect for privacy is positively correlated, and information privacy concern is negatively correlated, with job pursuit intention (Jeske & Shultz, 2019).…”

Section: Discussionmentioning

confidence: 99%

“…Researches conducted in the HRM domain mainly utilise SNSs' definitions of Boyed & Ellison (2007) (Black & Johnson, 2012;Brown & Vaughn, 2011;Kluemper et al, 2016;Nayak et al, 2018;Rienties et al, 2010;Suen, 2018) or Kaplan &Haenlein (2010) (Aguado et al, 2016;Arjomandy, 2016;Kluemper et al, 2016;Martin et al, 2015;Poba-Nzaou et al, 2016;Vetráková et al, 2018). Boyed & Ellison (2007) define social network sites as "web-based services that allow individuals to (1) construct a public or semi-public profile within a bounded system, (2) articulate a list of other users with whom they share a connection, and (3) view and traverse their list of connections and those made by others within the system.…”

Section: Definition Of Social Networkmentioning

confidence: 99%

“…Another SNSs key characteristic is that they can take the form of either personal (or nonprofessional) networks (e.g., Facebook, Instagram) or professional networks that connect applicants with potential employers (e.g., LinkedIn) (Hanna et al, 2011;Hartwell & Campion, 2019;Nikolaou, 2014;Smith & Kidder, 2010;Suen, 2018;Zide et al, 2014). Within personal SNSs, users share substantial amounts of private information, regularly communicate and collaborate (Lewis et al, 2008;Subrahmanyam et al, 2008) and/or use game or applications (Rienties et al, 2010).…”

Section: Definition Of Social Networkmentioning

confidence: 99%

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Cybervetting prospective employees of SMEs

Rózsa¹,

Kmecová²

2020

Journal of International Studies

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Cybervetting has become an integral part of HR practices, even though it is generally perceived negatively, as an invasion into employees' privacy. In response, scholars have begun investigations of the ways social networks impact HRM in organizations. In this paper, we present and discuss the results of our exploration into whether SMEs will be screening job applicants. We have used binary logistic regression to build the model based on the predictors: company's size, HR formality score, company's age and turnover. The units of the analysis in this study are SMEs operating in Czech and Slovak Republics. Random sample technique was applied to select 665 respondents. The resulting model contained only Formality Score (FS) as a predictor with the association to SCR. We can claim that inclination to social networks' screening in SMEs decreases as FS rises. The study also reveals that social networks screening is widely spread among SMEs in both countries under study. The study extends the research on networks' screening and expands the knowledge about how SMEs are replacing formalised HR practices. Finally, it offers recommendations for future work that can enhance knowledge in social networks' impact on SMEs.

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Section: Discussionmentioning

confidence: 99%

Section: Definition Of Social Networkmentioning

confidence: 99%

Section: Definition Of Social Networkmentioning

confidence: 99%

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Cybervetting prospective employees of SMEs

Rózsa¹,

Kmecová²

2020

Journal of International Studies

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“…The use of ICT-based tools in the selection processes has aroused interest among researchers for years. However, as it is stressed in literature reviews (McCarthy et al, 2017;Ployhart, Schmitt & Tippins, 2017), there are few studies which directly address the problem of acceptance of ICT-based selection methods, although there have been results showing low or conditioned acceptance for some tools, for instance, social media content research (Madeira, 2012;Aguado et al, 2016;Suen, 2018) or Artificial Inteligence based selection tools (Mirowska, 2020).…”

Section: Traditional and Ict-based Methodsmentioning

confidence: 99%

Reactions to some ICT-based personnel selection tools

Balcerak¹,

Woźniak²

2021

Economics &Amp; Sociology

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“…On a different note, although organizational research has begun to examine privacy issues on emerging platforms (e.g., social media), scholarship in this area is still lagging and could find inspiration from information systems research where the topic is more widely examined. For instance, Suen (2018) found that Facebook users who perceived privacy violations from potential employers (who had used Facebook to screen applicants) had lower perceptions of procedural justice and a greater likelihood of withdrawing from the selection process. Examining whether similar concerns are likely to surface for other platforms (e.g., LinkedIn) that are increasingly used by recruiters will be helpful.…”

Section: Review Of Empirical Findings In Organizational Privacy Researchmentioning

confidence: 99%

Privacy at Work: A Review and a Research Agenda for a Contested Terrain

Bhave¹,

Teo

Dalal

2019

Journal of Management

125

103

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Privacy in the workplace is a pivotal concern for employees and employers. Employees expect to be in control of the personal information and access they provide to the organization. Employers, however, expect extensive information regarding their employees as well as extensive access to employees’ presence. The chasm between these two often competing expectations has been magnified by regulatory and technological trends. We begin the review by integrating viewpoints from multiple disciplines to disentangle definitions of privacy and to delineate the privacy contexts of information privacy and work environment privacy. We then identify the key stakeholders of privacy in the workplace and describe their interests. This discussion serves as a platform for our stakeholders’ privacy calculus model, which in turn provides a framework within which we review empirical findings on workplace privacy from organizational research and related disciplines and from which we identify gaps in the existing research. We then advance an extensive research agenda. Finally, we draw attention to emerging technologies and laws that have far-reaching implications for employees and employers. Our review provides a road map for researchers and practitioners to navigate the contested terrain of workplace privacy.

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How passive job candidates respond to social networking site screening

Cited by 20 publications

References 49 publications

Cybervetting prospective employees of SMEs

Cybervetting prospective employees of SMEs

Reactions to some ICT-based personnel selection tools

Privacy at Work: A Review and a Research Agenda for a Contested Terrain

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