The Writing on the (Facebook) Wall: The Use of Social Networking Sites in Hiring Decisions

By Victoria R. Brown, E. D. Vaughn. 2011

355 citations recorded by the source corpus.

Subfields: Artificial Intelligence, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/0a2e027f9a745d7cf7074849c6b7e1615ee894a6

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Artificial Intelligence

1. Tomas Chamorro-Premuzic
2. Philip Bobko
3. Philip L. Roth
4. Nicolas Roulin
5. Jason Bennett Thatcher
6. Chad H. Van Iddekinge

In Organizational Behavior and Human Resource Management

1. Nicolas Roulin
2. J. Levashina
3. Tomas Chamorro-Premuzic
4. Robert P. Hogan
5. Philip Bobko
6. Philip L. Roth
7. Jason Bennett Thatcher
8. Chad H. Van Iddekinge

In Sociology and Political Science

1. Nicolas Roulin
2. J. Levashina
3. Tomas Chamorro-Premuzic
4. Robert P. Hogan
5. Melissa Gregg
6. Philip Bobko
7. Philip L. Roth
8. Rebecca Brown

Citations in the corpus

• The pedagogy of regret: Facebook, binge drinking and young women (2012, background): “One such concern revolves around the increasingly commonplace practice of employers vetting potential employees' profile pages (Brown and Vaughn 2011 ; Rosen 2010 ).”
• LinkedIn as a new selection method: Psychometric properties and assessment approach (2018, background): “The use of such information in selection may be illegal (Brandenburg, 2008; V. Brown & Vaughn, 2011; Davison, Maraist, Hamilton, & Bing, 2012; Slovensky & Ross, 2012) and resulting in biased decisions and discrimination (Van Iddekinge, Lanivich, Roth, & Junco, 2016).”
• New Talent Signals: Shiny New Objects or a Brave New World? (2016, background): “First, privacy and anonymity concerns may limit access to individual data, a point that has been raised repeatedly in earlier scholarly articles (Brown & Vaughn, 2011; Davison et al., 2012; Roth et al., 2016).”
• Social Media for Selection? Validity and Adverse Impact Potential of a Facebook-Based Assessment (2016, background): “In a weak situation such as this, job-irrelevant factors (e.g., demographic characteristics) may be more likely to influence recruiters’ judgments than in more structured types of assessments (Brown & Vaughn, 2011).”
• A Review of Facebook Research in the Social Sciences (2012, neutral): “Such unequal judgment highlights the dangers that exist when users decide to post improper content on their profiles as well as the potential for discrimination when using Facebook as a hiring tool (see V. R. Brown & Vaughn, 2011, for further review of this topic).”
• Social Media in Employee-Selection-Related Decisions (2016, methodology): “Brown and Vaughn’s (2011) review noted that a great deal of demographic information is available to SM assessors, but they did not bring much theory to bear on this issue.”