Department

University of Tennessee at Chattanooga. Dept. of Psychology

Publisher

University of Tennessee at Chattanooga

Place of Publication

Chattanooga (Tenn.)

Abstract

Abstract Social Media has impacted every facet of society. One implication of Social Media concerns hiring practices. The ubiquity, easy-access, and wealth of information offered by Social Media have caught the eyes of recruiters. A survey by Careerbuilder (2018), which suggests 7 in 10 US employers use Social Media to research job candidates, captures this growing trend. HR departments in favor of Social Network Screening (SNS) argue that it helps avoid negligent hiring, attracts passive job-seekers, and investigates beneficial personality traits. But comparable issues, like lack of validity, legality, and privacy, also accompany it (e.g., Van Iddekinge, Lanivich, Roth, & Junco, 2016). With the advent of globalization, familiarity with international applicant reactions to selection methods becomes paramount for retention. These concerns are heightened amidst the global “war for talent” (Michaels, Handfield-Jones, & Axelrod, 2001). As business expand globally and SNS hiring methods proliferate, an examination of how culture influences applicant reactions to SNS screening becomes exigent. However, while research has explored applicant reactions to SNS (e.g., Stoughton, Thompson, & Meade, 2015), little research has explored cross-cultural reactions to this practice. According to Black, Stone, & Johnson, (2015), applicant reactions are influenced by Socio-Cultural Factors, which includes Power Distance Index, Individualism/Collectivism and cultural specific norms of privacy(Hofstede & Bond, 1984). Accordingly, this study uses the privacy model of Black et al. (2015) and Hofstede’s Cultural Dimensions (Hofstede & Bond, 1984) to measure the differences in reactions to Facebook screening between US and Turkish applicants.

Date

October 2019

Subject

Industrial and organizational psychology

Document Type

posters

Language

English

Rights

http://rightsstatements.org/vocab/InC/1.0/

License

http://creativecommons.org/licenses/by/4.0/

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Oct 26th, 1:05 PM Oct 26th, 1:50 PM

Influence of Culture (US and Turkey) on Reactions to Social Network Screening

Abstract Social Media has impacted every facet of society. One implication of Social Media concerns hiring practices. The ubiquity, easy-access, and wealth of information offered by Social Media have caught the eyes of recruiters. A survey by Careerbuilder (2018), which suggests 7 in 10 US employers use Social Media to research job candidates, captures this growing trend. HR departments in favor of Social Network Screening (SNS) argue that it helps avoid negligent hiring, attracts passive job-seekers, and investigates beneficial personality traits. But comparable issues, like lack of validity, legality, and privacy, also accompany it (e.g., Van Iddekinge, Lanivich, Roth, & Junco, 2016). With the advent of globalization, familiarity with international applicant reactions to selection methods becomes paramount for retention. These concerns are heightened amidst the global “war for talent” (Michaels, Handfield-Jones, & Axelrod, 2001). As business expand globally and SNS hiring methods proliferate, an examination of how culture influences applicant reactions to SNS screening becomes exigent. However, while research has explored applicant reactions to SNS (e.g., Stoughton, Thompson, & Meade, 2015), little research has explored cross-cultural reactions to this practice. According to Black, Stone, & Johnson, (2015), applicant reactions are influenced by Socio-Cultural Factors, which includes Power Distance Index, Individualism/Collectivism and cultural specific norms of privacy(Hofstede & Bond, 1984). Accordingly, this study uses the privacy model of Black et al. (2015) and Hofstede’s Cultural Dimensions (Hofstede & Bond, 1984) to measure the differences in reactions to Facebook screening between US and Turkish applicants.