Using social media content for screening in recruitment and selection: pros and cons

The article considers the arguments that have been made in defence of social media screening as well as issues that arise and may effectively erode the reliability and utility of such data for employers. First, the authors consider existing legal frameworks and guidelines that are present in the UK...

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Bibliographic Details
Published in:Work, employment and society employment and society, 2016-06, Vol.30 (3), p.535-546
Main Authors: Jeske, Debora, Shultz, Kenneth S
Format: Article
Language:English
Subjects:
Bias
Data integrity
Debates and controversies
Discrimination
Employment
Employment discrimination
Ethics
Hiring
Impression management
Mass media
Mass media effects
Medical screening
Networking
Personnel selection
Protection
Recruitment
Reliability
Security
Social networks
Studies
Tests
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Summary:The article considers the arguments that have been made in defence of social media screening as well as issues that arise and may effectively erode the reliability and utility of such data for employers. First, the authors consider existing legal frameworks and guidelines that are present in the UK and the USA, as well as the subsequent ethical concerns that arise when employers access and use social networking content for employment purposes. Second, several arguments in favour of the use of social networking content are made, each of which is considered from several angles, including concerns about impression management, bias and discrimination, data protection and security. Ultimately, the current state of knowledge does not provide a definite answer as to whether information from social networks is helpful in recruitment and selection.
ISSN:0950-0170
1469-8722
DOI:10.1177/0950017015613746