Social Media Use in the Hiring Process: Valuable or Dangerous?

Social Media Use in the Hiring Process: Valuable or Dangerous?

Social media is being used to identify information about job seekers as part of the hiring process. The problem with using information found on social media websites to assess a candidate during the hiring process is the potential for discrimination and bias to influence hiring decisions. This qualitative case study examines how social media is used by external recruiters to assess the cultural fit of a candidate. The commonalities between a candidate’s interests, values, and personality with those of the company and current employees is cultural fit. By understanding what external recruiters look for on social media, it can be determined whether discriminatory and biased activities exist. Person-organization fit theory was addressed to understand the qualities and characteristics hiring managers request a candidate to possess. The participants included 22 external recruiters who were members of the Western Staffing Association in California. Data were collected from one-on-one interviews conducted with 15 external recruiters and applicant intake documents from 20 staffing agencies in California. Four themes emerged from the data including physical appearance, personality traits, employee attributes and personal life. To triangulate the data, seven external recruiters participated in a focus group. It was determined that hiring managers use biased and discriminatory factors, including age and gender, when requesting a candidate who is a cultural fit. External recruiters use social media to identify candidates who match the qualities requested by the hiring managers.

Event Day and Time (AZ/MST timezone): 
August 14, 2018 11:45 am MST
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