Management, Marketing, and International Business
A simple web search of a person’s name on Social Media could point to multiple social media sites within minutes, and a variety of details can be found about someone, including photos and information about marital status, children, race, age, gender, religion, political affiliation, hobbies, and more (Davison, Hamilton, & Bing, 2012).
Many people may be posting personal information on social media sites with the intended audience of friends in mind, but often there is another audience that is not being considered, such as potential employers (Stoughton, Thompson, & Meade, 2013). As an inexpensive alternative to traditional background checks, many employers are turning to Social Media screening to evaluate job candidates. Employers often have access to personal information about the candidate that is not accessible during the interview process, and these Social Media screenings can reveal startling results about a candidate (Miller, Parsons, & Lifer, 2010).
The purpose of this study was to explore how the use of Social Media screening by employers can impact people seeking employment and to examine the benefits and consequences of employers using such a practice.
Robles, M. M. (2017). The debate about using social media to screen job applicants. Refereed Proceedings of the Appalachian Research in Business Symposium. 140-145. Boone, NC.
Appalachian Research in Business Symposium (ARBS)