Predicting Self-Disclosure in Recruitment in the Context of Social Media Screening

Integration of social media into HRM practices: a bibliometric overview

“…As a result, the readers and practitioners alike are enjoying abundant opportunities to connect them in scholastic exploration contained by a wide choice of areas where SM can be integrated with various HRM practices. New academic attention has indicated across a widespread choice of research disciplines within business as such marketing (Khan et al , 2019; AlAlwan et al , 2017; Ismagilova et al , 2017; Lister, 2017; Dwivedi et al , 2017, 2015; Kapoor et al , 2016; Lee et al , 2015; Goes et al , 2014; Goh et al , 2013; Dou et al , 2013; Labrecque et al , 2013; Luo, and Zhang, 2013; Baek et al , 2012; Chau, and Xu, 2012; Cheung et al , 2012; García-Crespo et al , 2010; Dellarocas et al , 2010), HRM (Hosain et al , 2020; Hosain and Liu, 2020; Becton et al , 2019; Carpentier et al , 2019; Jeske, and Shultz, 2019; Jeske et al , 2019; Suen, 2018; Carpentier et al , 2017; Marie-Cecile, and Pamela, 2017; El-Ouirdi et al , 2016; Hoek et al , 2016; Drake et al , 2016; Van-Iddekinge et al , 2016; Black et al , 2015; Lu et al , 2015; Jeske, and Shultz, 2015; Stoughton et al , 2015; Berkelaar, 2014; Nikolaou, 2014; Zide et al , 2014; Hauptmann, and Steger, 2013; Kluemper et al , 2012; Brown, and Vaughn, 2011; Madia, 2011; Clark, and Roberts, 2010), business strategy (Barrett et al , 2016; Cao et al , 2015; Dong, and Wu, 2015; Karoui et al , 2015), organizational psychology (Chen, and Sharma, 2015; McFarland and Ployhart, 2015; Butler, and Wang, 2012) and general business policies (Baur, 2017; Benthaus et al , 2016; Dennis et al , 2016; Bharati et al , 2014). Although the majority of the existing research have focused particularly on the role of SNSs on hiring decisions such as recruitment and selection and background checking of the prospective employees (Kluemper, 2013), this review paper will concentrate on the impact of social media on complete human resource mana...…”

Investigation of Information Privacy in Employment: Fundamental Knowledge and Practical Solutions for the Human-Centered Design of Measures to Preserve the Right to Informational Self-Determination in Employment

“…The current state of research in this regard is insufficient in several respects. Firstly, previous work on privacy issues in employment has mostly focused on aspects of information system use [2,3,30,31,32,33,34,35,36,37,38,39,40,41,42,43,44,45,46,47,48], workplace monitoring and surveillance [4,49,50,51,52,53,54,55,56,57], and on employee recruitment [58,59,60,61,62,63,64,65,66,67,68,69,70]. Their emphasis was on investigating (adverse) behavioral effects and developing remedial strategies to make sure (1) that employees accept new information systems, (2) that employees' work performance is not affected by monitoring activities, and (3) that organizations do not lose applicants due to privacy invasive recruiting strategies.…”

“…Employee outcome can be behavioral, cognitive, or affective [25]. For example, outcome has been conceptualized as the willingness to disclose truthful data [41,47], especially among job applicants [63,64,68], or as employees' acceptance and purposeful use of information systems [2,3,31,35,38,44,46,254]. Furthermore, to better understand the employee calculus, employees' perceived invasion of privacy has often been used as a proxy to make information privacy quantifiable [43,54,62,65,67,70,71,75,77,79].…”

“…perceived privacy invasion Early studies in the 1970s and 1980s therefore focused on identifying (1) which questions for which type of personal information job applicants perceived as being privacy invasive [66,68], (2) how applicants' perceived level of control over personal information is related to this perception [62], and (3) which information management strategies (e.g., omitting information or lying) applicants used, to keep their privacy intact [68]. Studies after 2000 re-examined these issues from the perspective of the information era [58,63,64,67], further considering the fairness and job relevance of modern selection tests using credit scores [65]. Most recently, the "Privacy and Data Security Concerns Scale" was developed and validated to assess job applicant-specific privacy and data security concerns [60].…”

“…Students were still present in 17% of the studies. This was particularly the case in studies on job application [58,63,64,65,68,76]. True job applicants, on the other hand, were only found in two studies [66,70].…”