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Journal articles on the topic 'Cybervetting'

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

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1

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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2

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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3

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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4

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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5

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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6

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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7

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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8

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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9

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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10

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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11

Machado, Luís Miguel Oliveira. "A influência da informação publicada nas “redes sociais” no processo de seleção e recrutamento: um estudo exploratório na literatura." AtoZ: novas práticas em informação e conhecimento 5, no. 1 (2016): 10. http://dx.doi.org/10.5380/atoz.v5i1.44035.

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Introdução: Numa sociedade cada vez mais online a relação entre pessoas alastrou-se naturalmente para a rede, para sites conhecidos como “Redes Sociais”. Nessa replicação, certos modos de comunicar e se representar, inócuos em estado offline, podem ser bastante prejudiciais profissionalmente quando reproduzidos em linha. Assim, o objetivo desta investigação é refletir sobre a importância - em termos profissionais - do perfil que é criado nas, ou pelo uso das, Redes Sociais em Linha (como o Facebook e outros sites similares), considerando a influência da atividade aí desenvolvida na obtenção de uma contratação laboral. Método: Foi realizada uma revisão da literatura, em forma de pesquisa exploratória, incluindo fontes bibliográficas e documentais, entre as quais 16 estudos primários efetuados entre 2008 e 2014, abrangendo a perspetiva de investigadores e recrutadores sobre esta problemática de forma a responder três questões, a saber: a) Os responsáveis pelos recursos humanos e/ou outros com poder de decisão em termos de gestão de funcionários, procuram efetivamente informação em linha sobre potenciais funcionários? b) A informação encontrada tem um papel relevante na decisão desses gestores de recursos humanos? c) Quem procura trabalho deve cuidar da sua “imagem digital” mesmo nas Redes Sociais em Linha não consideradas profissionais? Resultados: A procura de informação nas chamadas “Redes Sociais” sobre os candidatos a ofertas de emprego é efetivamente realizada ao longo de todo o processo de seleção e recrutamento. Essa prática, denominada de cybervetting, também abrange as Redes Sociais em Linha tidas como não profissionais e, atendendo aos estudos analisados, é de esperar um aumento da sua frequência. A informação encontrada nas “Redes Sociais em Linha” é também considerada na avaliação dos candidatos às ofertas de emprego, uma vez que é entendida, por muitos recrutadores, como parte da “identidade digital” do indivíduo em questão. Verifica-se, igualmente, que a influência da informação obtida por essa via tende a não ser favorável aos candidatos. Conclusão: Do ponto de vista dos recrutadores a prática de cybervetting é, frequentemente, encarada como um dever profissional no sentido de encontrar o candidato mais adequado. Pelo lado dos candidatos urge uma maior consciencialização da repercussão que a atividade desenvolvida em linha pode ter em termos profissionais. Os efeitos na sua “imagem digital” são similares aos de uma tatuagem, deixa marcas dificilmente removíveis.
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12

Berkelaar, Brenda L. "Different ways new information technologies influence conventional organizational practices and employment relationships: The case of cybervetting for personnel selection." Human Relations 70, no. 9 (2017): 1115–40. http://dx.doi.org/10.1177/0018726716686400.

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13

Frampton, Jessica R., and Jesse Fox. "Monitoring, Creeping, or Surveillance? A Synthesis of Online Social Information Seeking Concepts." Review of Communication Research 9 (2021): 1–42. http://dx.doi.org/10.12840/issn.2255-4165.025.

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Affordances of Internet sites and Internet-based applications make personal information about romantic partners, friends, family members, and strangers easy to obtain. People use various techniques to find information about others, capitalizing on online affordances by using search engines to find relevant websites and databases; scouring the target’s social media or social networking site presence; accessing information about the target via their links or network association with others on social media; or asking questions or crowdsourcing information through online channels. Researchers have coined an assortment of terms to describe online social information seeking behaviors, such as interpersonal electronic surveillance, social surveillance, monitoring, patient-targeted Googling, cybervetting, websleuthing, human flesh search, lateral surveillance, Facebook surveillance, and Facebook stalking. Although considerable research has examined these behaviors, there has been little effort to clarify the concepts themselves. As a result, the literature is currently full of inconsistent and overlapping conceptualizations. To synthesize these concepts for future research, this review examines 73 online social information seeking concepts extracted from 186 articles. Specifically, the concepts are reviewed in light of their scope; the information seeker or target of information seeking (e.g., romantic partners, parents, children, employees, criminals); motives for information seeking (e.g., uncertainty, threat, curiosity); and the intensity of the behavior. Recommendations are provided for future research, such as employing clear conceptualizations and incorporating affordances. Finally, we offer a decision tree that researchers can use to help select appropriate terms to use in their work moving forward.
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14

McDonald, Steve, Amanda K. Damarin, Hannah McQueen, and Scott T. Grether. "The hunt for red flags: cybervetting as morally performative practice." Socio-Economic Review, February 10, 2021. http://dx.doi.org/10.1093/ser/mwab002.

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Abstract Cybervetting refers to screening job candidates by evaluating information collected from internet searches and social media profiles. Relatively little is known about how organizational actors use this practice in hiring decisions. Interviews with 61 human resource (HR) professionals reveal that they cybervet in order to minimize hiring risks and maximize organizational fit. Their judgments are deeply rooted in assessments of job candidates’ moral character and how it might affect workplace interactions. Because it involves the construction of moral criteria that shape labor market actions and outcomes, we describe cybervetting as a morally performative practice. HR professionals express enthusiasm for cybervetting, but also concerns about privacy, bias and fairness. Importantly, cybervetting practices and policies vary substantially across different types of organizations. These findings deepen our understanding of how organizational actors define and regulate moral behavior and how their actions are moderated by market institutions.
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15

Melton, James, Robert Miller, and Paul Dunn. "Student Social Media Self-Evaluation: Addressing the Posting Paradox in the Age of Cybervetting." Journal of Technical Writing and Communication, May 27, 2020, 004728162092701. http://dx.doi.org/10.1177/0047281620927014.

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Cybervetting, or the review of job applicants’ social media accounts, is a common practice. This study investigates the use of a typology to increase students’ self-awareness by asking them to assess their social media presence. The majority of Facebook users concluded they post content that is appropriate for potential employers, while most Twitter users concluded they post questionable content. Yet most Facebook users restricted access to their accounts, while most Twitter users left them public. When subsequently asked about the prospect of changing posting behavior, students with questionable content were more open to change, supporting the potential viability of the typology.
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16

Nikolaou, Ioannis. "What is the Role of Technology in Recruitment and Selection?" Spanish Journal of Psychology 24 (2021). http://dx.doi.org/10.1017/sjp.2021.6.

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Abstract We explore a number of new developments in the field of employee recruitment and selection with a focus on recent technological developments. We discuss examples of technological developments across the four stages of the recruitment and selection process. In the attraction stage we discuss how on-line/internet recruitment and especially social networking websites have changed dramatically the focus of attracting candidates effectively. In the next stage of screening, we discuss how cybervetting and applicant tracking systems offer opportunities but also threats for recruiters and candidates. In the third stage of employee selection, we focus especially on two new selection methods; the asynchronous/digital interview and gamification/games-based assessment, along with the critical role and impact applicant reactions have on the selection process. Finally, we briefly discuss the main technological developments in on-boarding and socialization, and we conclude with a few suggestions for future research in this field.
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