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/
Updated poster
Included in
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.
Department
University of Tennessee at Chattanooga. Dept. of Psychology