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Roulin N, Liu Z. Job seekers' attitudes toward cybervetting in China: Platform comparisons and relationships with social media posting habits and individual differences. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2023. [DOI: 10.1111/ijsa.12424] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 03/08/2023]
Affiliation(s)
- Nicolas Roulin
- Department of Psychology Saint Mary's University Halifax Nova Scotia Canada
| | - Zhixin Liu
- Department of Psychology Saint Mary's University Halifax Nova Scotia Canada
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Too early to call: What we do (not) know about the validity of cybervetting. INDUSTRIAL AND ORGANIZATIONAL PSYCHOLOGY-PERSPECTIVES ON SCIENCE AND PRACTICE 2022. [DOI: 10.1017/iop.2022.51] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/05/2022]
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3
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Cybervetting: Facebook is dead, long live LinkedIn? INDUSTRIAL AND ORGANIZATIONAL PSYCHOLOGY-PERSPECTIVES ON SCIENCE AND PRACTICE 2022. [DOI: 10.1017/iop.2022.45] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/07/2022]
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Social media information in assessment and implications for minoritized social identities. INDUSTRIAL AND ORGANIZATIONAL PSYCHOLOGY-PERSPECTIVES ON SCIENCE AND PRACTICE 2022. [DOI: 10.1017/iop.2022.59] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/06/2022]
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Roulin N, Stronach R. LinkedIn‐based assessments of applicant personality, cognitive ability, and likelihood of organizational citizenship behaviors: Comparing self‐, other‐, and language‐based automated ratings. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2022. [DOI: 10.1111/ijsa.12396] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
Affiliation(s)
- Nicolas Roulin
- Department of Psychology Saint Mary's University Halifax Canada
| | - Rhea Stronach
- Department of Psychology Saint Mary's University Halifax Canada
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Pu W, Roth PL, Thatcher JB, Nittrouer C, Hebl M. Post‐traumatic stress disorder and hiring: The role of social media disclosures on stigma and hiring assessments of veterans. PERSONNEL PSYCHOLOGY 2022. [DOI: 10.1111/peps.12520] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
Affiliation(s)
- Wenxi Pu
- Department of Accounting and Finance University of Manitoba
| | | | | | | | - Mikki Hebl
- Department of Psychology Rice University
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Johnson AF, Roberto KJ, Hartwell CJ, Taylor JF. A social media engagement framework for applicant attraction and retention: #SocialMediaCongruence. ONLINE INFORMATION REVIEW 2022. [DOI: 10.1108/oir-05-2021-0260] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThe social media (SM) engagement framework consists of dimensions of employee privacy expectations and organizations' social media orientation. Further, the social media privacy orientation model provides better understanding of complexities of selection and retention created by the social media landscape.Design/methodology/approachOrganizations are increasingly seeking talent to support burgeoning social media strategies. Qualified employees may be expected to have related professional experience and an active personal social media presence. In contrast to this evolving demand, prevailing guidelines suggest applicants minimize their social media activity altogether. These restrictive guidelines may be better suited for organizations that prefer or require high levels of discretion on social media given the differing engagement expectations across firms and among individuals.FindingsHow the congruence between an employee's expectations of privacy on SM and the organization's expectation of employees' SM usage affects applicant attraction to organizations and employee retention is outlined. Propositions are offered to foster research in this area.Practical implicationsSocial media congruence is an important consideration for human resource (HR) policies and associated training.Social implicationsPublic policies toward the use of social media in recruitment and privacy should consider social media congruence.Originality/valueThe model advanced in the paper provides organizations and applicants with a stronger understanding of the complexities surrounding the use of SM in selection and retention decisions.Peer reviewThe peer review history for this article is available at: https://publons.com/publon/10.1108/OIR-05-2021-0260
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Hartwell CJ, Harrison JT, Chauhan RS, Levashina J, Campion MA. Structuring social media assessments in employee selection. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2022. [DOI: 10.1111/ijsa.12384] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
Affiliation(s)
| | | | - Rahul S. Chauhan
- Department of Management, Marketing, and General Business West Texas A&M University Canyon Texas USA
| | - Julia Levashina
- Department of Management and Information Systems Kent State University Kent Utah USA
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Roberto KJ, Johnson AF, Reed A. The use of fourth party references in the selection process. JOURNAL OF EMPLOYMENT COUNSELING 2022. [DOI: 10.1002/joec.12182] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/06/2022]
Affiliation(s)
- Katherine J. Roberto
- Department of Management and Marketing Texas A&M University – Corpus Christi Corpus Christi Texas USA
| | - Andrew F. Johnson
- Department of Management and Marketing Texas A&M University – Corpus Christi Corpus Christi Texas USA
| | - Anita Reed
- Department of Accounting and Finance Texas A&M University – Corpus Christi Corpus Christi Texas USA
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Fernandez S, Stöcklin M, Terrier L, Kim S. Using available signals on LinkedIn for personality assessment. JOURNAL OF RESEARCH IN PERSONALITY 2021. [DOI: 10.1016/j.jrp.2021.104122] [Citation(s) in RCA: 8] [Impact Index Per Article: 2.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
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Manroop L, Malik A, Camp R, Schulz E. Applicant reactions to social media assessment: A review and conceptual framework. HUMAN RESOURCE MANAGEMENT REVIEW 2021. [DOI: 10.1016/j.hrmr.2021.100853] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
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12
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Brady GM, Truxillo DM, Bauer TN, Jones MP. The development and validation of the Privacy and Data Security Concerns Scale (PDSCS). INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2020. [DOI: 10.1111/ijsa.12311] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/01/2022]
Affiliation(s)
- Grant M. Brady
- College of Business and Economics California State University East Bay Hayward CA USA
| | | | - Talya N. Bauer
- School of Business Administration Portland State University Portland OR USA
| | - Mark P. Jones
- Maseeh College of Engineering and Computer Science Portland State University Portland OR USA
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Cook R, Jones‐Chick R, Roulin N, O'Rourke K. Job seekers' attitudes toward cybervetting: Scale development, validation, and platform comparison. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2020. [DOI: 10.1111/ijsa.12300] [Citation(s) in RCA: 9] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/14/2022]
Affiliation(s)
- Ryan Cook
- Industrial/Organizational Psychology Saint Mary's University Halifax NS Canada
| | - Rachael Jones‐Chick
- Industrial/Organizational Psychology Saint Mary's University Halifax NS Canada
| | - Nicolas Roulin
- Industrial/Organizational Psychology Saint Mary's University Halifax NS Canada
| | - Kim O'Rourke
- Industrial/Organizational Psychology Saint Mary's University Halifax NS Canada
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