The relationship between recruiter characteristics and applicant assessment on social media

Ouirdi, Mariam El; Pais, Ivana; Segers, Jesse; Ouirdi, Asma El

doi:10.1016/j.chb.2016.04.012

Cited by 22 publications

(16 citation statements)

References 46 publications

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“…Cybervetting describes the evaluation of an individual's online presence for purposes of hiring or other kinds of evaluation (Berkelaar, 2014), a practice that has long been in evidence (Clark & Roberts, 2010;Sameen & Cornelius, 2015). Recruiters view the vetting of online content, specifically social media, as a valuable way to screen applicants (Chiang & Suen, 2015;Klier et al, 2015;Melanthiou et al, 2015;Slovensky & Ross, 2012), despite potential ethical problems (Lam, 2016;Wheatcroft, 2016), including different standards of evaluation related to national culture and gender (El Ouirdi et al, 2016). Cybervetting a job candidate's online presence is seen as a source of readily available information (Ollington et al, 2013) that is also potentially more telling than a review of prepared materials such as a resume (Berkelaar, 2014).…”

Section: Cybervetting and The Posting Paradoxmentioning

confidence: 99%

Student Social Media Self-Evaluation: Addressing the Posting Paradox in the Age of Cybervetting

Melton

Miller

Dunn

2020

Journal of Technical Writing and Communication

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Cybervetting, or the review of job applicants’ social media accounts, is a common practice. This study investigates the use of a typology to increase students’ self-awareness by asking them to assess their social media presence. The majority of Facebook users concluded they post content that is appropriate for potential employers, while most Twitter users concluded they post questionable content. Yet most Facebook users restricted access to their accounts, while most Twitter users left them public. When subsequently asked about the prospect of changing posting behavior, students with questionable content were more open to change, supporting the potential viability of the typology.

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Section: Cybervetting and The Posting Paradoxmentioning

confidence: 99%

Student Social Media Self-Evaluation: Addressing the Posting Paradox in the Age of Cybervetting

Melton

Miller

Dunn

2020

Journal of Technical Writing and Communication

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“…Despite the fact that OR is still being considered a relatively new process in HRM, it is in fact an important source of recruitment (Ouirdi et al, 2016; Rosoiu and Popescu, 2016), and the number of jobseekers using this recruitment method is increasing (Petre et al, 2016).…”

Section: Theoretical Frameworkmentioning

confidence: 99%

Well-Being Lessons for Improving Charities’ Online Recruitment

et al. 2019

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In an increasingly competitive context, attracting and retaining the best employees are a real preoccupation and a big challenge for organizations. Online recruitment (OR) is a growing trend, and corporate websites are an important instrument for talent attraction, but academic research on this topic is still scarce, especially in the voluntary sector. To shed light on the topic, this study examines and compares the 100 best companies to work for, published by Fortune, and the 100 largest charities, reported by Forbes. The comparative study focuses the attention and quantifies the web section devoted to careers, concretely information related to goods practices affecting the workers well-being. The results indicated, as essential in the OR process of charities, to understand the relevance of their web content because that affects the intentions of potential applicants. The work concludes that benchmarking efforts can be helpful for increasing the charities’ attractiveness in the labor market in the near future.

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“…This process is not restricted to human relations departments seeking talent or highly skilled employees. Digital tools have gradually become an important integral part of most hiring processes during the past two decades, both for job candidates and recruiters (Roulin and Bangerter, 2013; El Ouirdi et al , 2016). During the initial process of hiring personnel, much of the information about potential candidates is now frequently extracted from online sources.…”

Section: Introductionmentioning

confidence: 99%

Recruiters prefer expert recommendations over digital hiring algorithm: a choice-based conjoint study in a pre-employment screening scenario

Oberst

Quintana

Cerro

et al. 2020

MRR

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Purpose This study aims to analyze aspects of decision-making in recruitment. Using a choice-based conjoint (CBC) experiment with typified screening scenarios, it was analyzed what aspects will be more important for recruiters: the recommendation provided by a hiring algorithm or the recommendation of a human co-worker; gender of the candidate and of the recruiter was taken into account. Design/methodology/approach A total of 135 recruitment professionals (67 female) completed a measure of sex roles and a set of 20 CBC trials on the hiring of a pharmacologist. Findings Participants were willing to accept a lower algorithm score if the level of the human recommendation was maximum, indicating a preference for the co-worker’s recommendation over that of the hiring algorithm. The biological sex of neither the candidate nor the participant influenced in the decision. Research limitations/implications Participants were presented with a fictitious scenario that did not involve real choices with real consequences. In a real-life setting, considerably more variables influence hiring decisions. Practical implications Results show that there are limits on the acceptance of technology based on artificial intelligence in the field of recruitment, which has relevance more broadly for the psychological correlates of the acceptance of the technology. Originality/value An additional value is the use of a methodological approach (CBC) with high ecological validity that may be useful in other psychological studies of decision-making in management.

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The relationship between recruiter characteristics and applicant assessment on social media

Cited by 22 publications

References 46 publications

Student Social Media Self-Evaluation: Addressing the Posting Paradox in the Age of Cybervetting

Student Social Media Self-Evaluation: Addressing the Posting Paradox in the Age of Cybervetting

Well-Being Lessons for Improving Charities’ Online Recruitment

Recruiters prefer expert recommendations over digital hiring algorithm: a choice-based conjoint study in a pre-employment screening scenario

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