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- Title
Structuring social media assessments in employee selection.
- Authors
Hartwell, Christopher J.; Harrison, Jake T.; Chauhan, Rahul S.; Levashina, Julia; Campion, Michael A.
- Abstract
Social media assessments (SMAs) are a common, relatively new, practice in employee selection. However, SMAs are generally conducted in an informal way, leaving organizations with a practice low in reliability and validity, as well as opening up potential legal and ethical issues. We propose a framework of nine SMA structural components based on previously developed interview structural components. Effects of each component on reliability, validity, user reactions, and legality are discussed. We conduct two studies that measure the utilization of each structural component in research literature and in practice. Study 1 is a content analysis of prior SMA academic research. Results indicate the highest use for the procedural consistency and rating scales used and the lowest utilization of documentation. Study 2 surveyed hiring professionals to examine the structure level typically utilized for SMAs in practice. Results indicate low levels of structure for most components, which demonstrates a need for structural improvement when SMAs are used in hiring. We discuss the implications of our research and provide recommendations for structuring SMAs in both research and practice. Practitioner points: What is currently known about the topic: SMAs are a common practice during employee selection processes.SMAs are typically done covertly and inconsistently, not formally part of the process.Adding structure increase reliability and validity of selection processes (e.g., interviews). What our paper adds to previous knowledge: Many structural components developed in an interviewing context can be applied to SMAs.SMA structural components are identified, with definitions of low, medium, and high levels.Usage of SMA structure in the research literature is examined using content analysis.Usage of SMA structure in practice is studied using a survey of hiring professionals. Implications of our findings for practitioners: Implementing SMA structure could increase validity, reliability, user reactions, and legality.Low usage rates of SMA structure among practitioners demonstrate potential for improvement.The SMA structural framework provides a blueprint for how to add structure to SMAs.
- Subjects
SOCIAL media; EMPLOYEE selection; STRUCTURAL components; CONTENT analysis; UNIVERSITY research
- Publication
International Journal of Selection & Assessment, 2022, Vol 30, Issue 3, p330
- ISSN
0965-075X
- Publication type
Article
- DOI
10.1111/ijsa.12384