Relevant bibliographies by topics / Cybervetting

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  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters

Academic literature on the topic 'Cybervetting'

Author: Grafiati
Published: 4 June 2021
Last updated: 1 February 2022

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Journal articles on the topic "Cybervetting"

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Schroeder, Amber N., Kaleena R. Odd, and Julia H. Whitaker. "Agree to disagree: Examining the psychometrics of cybervetting." Journal of Managerial Psychology 35, no. 5 (2020): 435–50. http://dx.doi.org/10.1108/jmp-09-2018-0420.

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PurposeDue to the paucity of research on web-based job applicant screening (i.e. cybervetting), the purpose of the current study was to examine the psychometric properties of cybervetting, including an examination of the impact of adding structure to the rating process.Design/methodology/approachUsing a mixed-factorial design, 122 supervisors conducted cybervetting evaluations of applicant personality, cognitive ability, written communication skills, professionalism, and overall suitability. Cross-method agreement (i.e. the degree of similarity between cybervetting ratings and other assessment methods), as well as interrater reliability and agreement were examined, and unstructured versus structured cybervetting rating formats were compared.FindingsCybervetting assessments demonstrated high interrater reliability and interrater agreement, but only limited evidence of cross-method agreement was provided. In addition, adding structure to the cybervetting process did not enhance the psychometric properties of this assessment technique.Practical implicationsThis study highlighted that whereas cybervetting raters demonstrated a high degree of consensus in cybervetting-based attributions, there may be concerns regarding assessment accuracy, as cybervetting-based ratings generally differed from applicant test scores and self-assessment ratings. Thus, employers should use caution when utilizing this pre-employment screening technique.Originality/valueWhereas previous research has suggested that cybervetting ratings demonstrate convergence with other traditional assessments (albeit with relatively small effects), these correlational links do not provide information regarding cross-method agreement or method interchangeability. Thus, this study bridges a crucial gap in the literature by examining cross-method agreement for a variety of job-relevant constructs, as well as empirically testing the impact of adding structure to the cybervetting rating process.
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Rozsa, Zoltan, and Iveta Kmecová. "Cybervetting prospective employees of SMEs." Journal of International Studies 13, no. 1 (2020): 295–309. http://dx.doi.org/10.14254/2071-8330.2020/13-1/19.

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Berkelaar, Brenda L. "Cybervetting, Online Information, and Personnel Selection." Management Communication Quarterly 28, no. 4 (2014): 479–506. http://dx.doi.org/10.1177/0893318914541966.

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Hedenus, Anna, and Christel Backman. "Explaining the Data Double: Confessions and Self-Examinations in Job Recruitments." Surveillance & Society 15, no. 5 (2017): 640–54. http://dx.doi.org/10.24908/ss.v15i5.6380.

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The practice of cybervetting—i.e., online background checks of a jobseeker’s ‘data double’—is considered to be a valuable tool in the recruitment process by an increasing amount of employers. As a consequence, jobseekers lose some control over what aspects of their past, personal interests or private life they will share with the employer. Moreover, jobseekers are expected to confess, explain and contextualize unfavorable information about them if they want to be perceived as employable. This study aims to show how cybervetting recruiters encourage and anticipate such confessions, and use the outcomes to evaluate jobseekers’ honesty and capacity for self-reflection. The analysis is based on qualitative interviews with 36 Swedish human resource professionals, hiring managers and employers, and guided by Foucault’s theoretical work on self-examinations, along with the confessional culture and its related concepts. We argue that confessions about information found on the internet are an important factor of what we label ‘online employability’: jobseekers’ capability to sanitize, keep track of and explain their data doubles. Hence, as the recruiter can examine a jobseeker’s private spheres, cybervetting is a surveillance practice with direct consequences on recruitment as well as clear effects on jobseekers’ self-examinations and interactions with human resources personnel.
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Melton, James, Robert Miller, Brent R. Jensen, and Vishal Shah. "Decisions, decisions: Cybervetting through the eyes of students." Journal of Education for Business 93, no. 5 (2018): 252–59. http://dx.doi.org/10.1080/08832323.2018.1442785.

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Gruzd, Anatoliy, Jenna Jacobson, and Elizabeth Dubois. "Cybervetting and the Public Life of Social Media Data." Social Media + Society 6, no. 2 (2020): 205630512091561. http://dx.doi.org/10.1177/2056305120915618.

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The article examines whether and how the ever-evolving practice of using social media to screen job applicants may undermine people’s trust in the organizations that are engaging in this practice. Using a survey of 429 participants, we assess whether their comfort level with cybervetting can be explained by the factors outlined by Petronio’s communication privacy management theory: culture, gender, motivation, and risk-benefit ratio. We find that respondents from India are significantly more comfortable with social media screening than those living in the United States. We did not find any gender-based differences in individuals’ comfort with social media screening, which suggests that there may be some consistent set of norms, expectations, or “privacy rules” that apply in the context of employment seeking—irrespective of gender. As a theoretical contribution, we apply the communication privacy management theory to analyze information that is publicly available, which offers a unique extension of the theory that focuses on private information. Importantly, the research suggests that privacy boundaries are not only important when it comes to private information, but also with information that is publicly available on social media. The research identifies that just because social media data are public, does not mean people do not have context-specific and data-specific expectations of privacy.
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Jacobson, Jenna, and Anatoliy Gruzd. "Cybervetting job applicants on social media: the new normal?" Ethics and Information Technology 22, no. 2 (2020): 175–95. http://dx.doi.org/10.1007/s10676-020-09526-2.

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Cook, Ryan, Rachael Jones‐Chick, Nicolas Roulin, and Kim O'Rourke. "Job seekers' attitudes toward cybervetting: Scale development, validation, and platform comparison." International Journal of Selection and Assessment 28, no. 4 (2020): 383–98. http://dx.doi.org/10.1111/ijsa.12300.

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Backman, Christel, and Anna Hedenus. "Online privacy in job recruitment processes? Boundary work among cybervetting recruiters." New Technology, Work and Employment 34, no. 2 (2019): 157–73. http://dx.doi.org/10.1111/ntwe.12140.

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Berkelaar, Brenda L., and Patrice M. Buzzanell. "Cybervetting, Person–Environment Fit, and Personnel Selection: Employers' Surveillance and Sensemaking of Job Applicants' Online Information." Journal of Applied Communication Research 42, no. 4 (2014): 456–76. http://dx.doi.org/10.1080/00909882.2014.954595.

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Dissertations / Theses on the topic "Cybervetting"

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Berger, Julia Lizabeth. "Cybervetting: A Common Antecedents Model." Bowling Green State University / OhioLINK, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1431690206.

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Gonne-Victoria, Benjamin, Guillaume Lécuellé, and Nagisa Sasaki. "Students' perceptions of online personal branding on social media sites." Thesis, Linnéuniversitetet, Institutionen för marknadsföring (MF), 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-65789.

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This paper starts by an explanation of the context of personal branding and online personal branding and the problem identified by the authors. Thus, the purpose of the study is to investigate on the perception of students towards online personal branding through their own personal brand and with the perspective of matching employer’s expectations. A section reviewing online personal branding and related literature is provided in order to describe among others, the several components of the elaboration of an online personal brand and the different employers’ expectations towards this brand. Next, a section describing the different methods used in the study is implemented. The data of this paper is gathered through 13 semistructured interviews based on an operationalization of the different concepts presented in the theoretical framework section. The results are then presented in the empirical investigation section following recurrent identified themes bring by the respondents: The need to fit the norm, to stand out and of control. Then the data is analyzed through the theories and is therefore following the different components of an elaboration of a personal brand including the different items related to employer’s consideration and practices. Then the conclusion is drawing in order to answering the research question as well as providing some acknowledgement and recommendations. This paper has permitted to describe the perception of student towards online personal branding with the perspective of matching employers’ expectations. This perception is a rather incomplete online personal brand, consisting of a normalized image of the self, a tool for a certain self-realization towards a limited audience and a have a certain perception of an overall control of this online personal brand.
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Books on the topic "Cybervetting"

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Langdon, Davis. Cybervetting. CRC Press, 2014. http://dx.doi.org/10.1201/b17651.

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Appel, Edward J. Cybervetting: Internet Searches for Vetting, Investigations, and Open-Source Intelligence, Second Edition. Taylor & Francis Group, 2014.

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Cybervetting: Internet Searches for Vetting, Investigations, and Open-Source Intelligence, Second Edition. Taylor & Francis Group, 2014.

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Appel, Edward J. Cybervetting: Internet Searches for Vetting, Investigations, and Open-Source Intelligence, Second Edition. Taylor & Francis Group, 2014.

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Book chapters on the topic "Cybervetting"

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Berger, Julia L., and Michael J. Zickar. "Theoretical Propositions About Cybervetting: A Common Antecedents Model." In Social Media in Employee Selection and Recruitment. Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-29989-1_3.

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"Laws." In Cybervetting. CRC Press, 2014. http://dx.doi.org/10.1201/b17651-10.

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"Litigation." In Cybervetting. CRC Press, 2014. http://dx.doi.org/10.1201/b17651-11.

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"International and Domestic Principles." In Cybervetting. CRC Press, 2014. http://dx.doi.org/10.1201/b17651-12.

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"Professional Standards and the Internet." In Cybervetting. CRC Press, 2014. http://dx.doi.org/10.1201/b17651-13.

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"The Insider Threat." In Cybervetting. CRC Press, 2014. http://dx.doi.org/10.1201/b17651-14.

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"Internet Vetting and Open- Source Intelligence Policy." In Cybervetting. CRC Press, 2014. http://dx.doi.org/10.1201/b17651-15.

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"Tools, Techniques, and Training." In Cybervetting. CRC Press, 2014. http://dx.doi.org/10.1201/b17651-16.

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"Proper Procedures for Internet Searching." In Cybervetting. CRC Press, 2014. http://dx.doi.org/10.1201/b17651-17.

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"Preparation and Planning." In Cybervetting. CRC Press, 2014. http://dx.doi.org/10.1201/b17651-18.

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You might also be interested in the extended bibliographies on the topic 'Cybervetting' for particular source types:
Journal articles
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