Future employment selection methods: evaluating social networking web sites

• Published in: Journal of managerial psychology Vol. 24; no. 6; pp. 567 - 580
• Main Authors: Kluemper, Donald H, Rosen, Peter A
• Format: Journal Article
• Language: English
• Published: Bradford Emerald Group Publishing Limited 14.08.2009; Emerald
• Subjects: Accuracy; Candidates; Employers; Employment; Employment interviews; Hiring; Human resource management; Intelligence; Internet; Job performance; Marital status; Occupational psychology; Personal information; Personality; Personnel selection; Ratings & rankings; Recruitment; Selection; Self report; Social networks; Social research; Studies; Validity; Web sites; Websites; Social networks; Internet; Selection; Recruitment
• ISSN: 0268-3946; 1758-7778
• DOI: 10.1108/02683940910974134

Purpose - The use of social networking web sites (SNWs), like Facebook and MySpace, has become extremely popular, particularly with today's emerging workforce. Employers, aware of this phenomenon, have begun to use the personal information available on SNWs to make hiring decisions. The purpose of this paper is to examine the feasibility of using applicant personal information currently available on SNWs to improve employment selection decisions.Design methodology approach - A total of 378 judge ratings (63 raters×6 subjects) are evaluated to determine if raters can reliably and accurately determine the big-five personality traits, intelligence, and performance based only on information available on SNWs. Interrater reliability is assessed to determine rater consistency, followed by an assessment of rater accuracy.Findings - Based solely on viewing social networking profiles, judges are consistent in their ratings across subjects and typically able to accurately distinguish high from low performers. In addition, raters who are more intelligent and emotionally stable outperformed their counterparts.Practical implications - Human resource (HR) professionals are currently evaluating social networking information prior to hiring applicants. Since SNWs contain substantial personal information which could be argued to cause adverse impact, academic studies are needed to determine whether SNWs can be reliable and valid predictors of important organizational criteria.Originality value - This paper is the first, as far as the authors are concerned, to address the use of SNWs in employment selection, despite their current utilization by HR practitioners.