Checked and approved? Human resources managers’ uses of social media for cybervetting

Human resource (HR) professionals who assess job candidates may engage in cybervetting, the collection and analysis of applicants’ personal information available on social network sites (SNS). This raises important questions about the privacy of job applicants. In this study, interviews were conducted with 24 HR professionals from profit and governmental organizations to examine how information found on SNS is used to screen job applicants. HR managers were found to check for possible mismatches between the online information and the experiences and competences claimed by candidates. Pictures of the job candidates’ spare time activities, drinking behavior, and physical appearance are seen as very informative. Pictures posted by job candidates’ connections are valued as more informative than those posted by the applicants themselves. Governmental organizations’ HR managers differ from profit-sector professionals by the fact that political views may play a role for the former. Finally, some HR professionals do not collect personal information about job candidates through social media, since they aim to respect a clear distinction between private life and work. They do not want to be influenced by information that has no relation with candidates’ qualifications. The study’s implications for theory and practice are also discussed.Human resource (HR) professionals who assess job candidates may engage in cybervetting, the collection and analysis of applicants’ personal information available on social network sites (SNS). This raises important questions about the privacy of job applicants. In this study, interviews were conducted with 24 HR professionals from profit and governmental organizations to examine how information found on SNS is used to screen job applicants. HR managers were found to check for possible mismatches between the online information and the experiences and competences claimed by candidates. Pictures of the job candidates’ spare time activities, drinking behavior, and physical appearance are seen as very informative. Pictures posted by job candidates’ connections are valued as more informative than those posted by the applicants themselves. Governmental organizations’ HR managers differ from profit-sector professionals by the fact that political views may play a role for the former. Finally, some HR professionals do not collect personal information about job candidates through social media, since they aim to respect a clear distinction between private life and work. They do not want to be influenced by information that has no relation with candidates’ qualifications. The study’s implications for theory and practice are also discussed.A