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- W2059234187 abstract "Social Media (SM) has become a pervasive technology in our society. In this paper, we consider the implications of organizations increasingly using searches of SM websites to gather information on job applicants (and perhaps employees). SM assessments most often appear to involve analyzing information posted for social, rather than for employment, purposes. Such assessments may be problematic, because raters may not be able to elicit a common set of questions/cues for evaluating all applicants (due to information being archival, voluntarily uploaded, and on different platforms). Perhaps due to the rapid evolution of the social space, organizational practices have outstripped the scientific study of SM assessments (e.g., capacity to predict job performance or withdrawal). We draw on diverse bodies of literature, from judgment and decision making to health promotion, in order to advance a research agenda (including research propositions) for SM assessment and validity in staffing and related areas. A somewhat rare moment in staffing research has arrived when practice introduces a new variable/predictor class to research. This state of affairs offers researchers the opportunity to respond by conducting research on the implications of SM assessments in personnel decisions." @default.
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- W2059234187 date "2012-07-01" @default.
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- W2059234187 title "Using Social Media Information for Staffing Decisions: Some Uncharted Territory In Validity Research" @default.
- W2059234187 doi "https://doi.org/10.5465/ambpp.2012.324" @default.
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