Future employment selection methods: evaluating social networking web sites

By Donald H. Kluemper, Peter A. Rosen. 2009

346 citations recorded by the source corpus.

Subfields: Clinical Psychology, Gender Studies, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/aa1231571e872894dc691f4c78e46ec3a233e36d

How researchers see this paper

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

In Clinical Psychology

1. Nicolas Roulin
2. J. Levashina
3. Lynette Hudiburgh
4. Michael A. Jenkins-Guarnieri
5. Philip L. Roth
6. Stephen L. Wright
7. Chad H. Van Iddekinge
8. Stephen E. Lanivich

In Gender Studies

1. J. Levashina
2. Nicolas Roulin
3. Philip Bobko
4. Philip L. Roth
5. Jason Bennett Thatcher
6. Chad H. Van Iddekinge
7. Heshan Sun

In Organizational Behavior and Human Resource Management

1. Nicolas Roulin
2. J. Levashina
3. Philip Bobko
4. Philip L. Roth
5. Jason Bennett Thatcher
6. Stephen L. Wright
7. Chad H. Van Iddekinge
8. Stephen E. Lanivich

Citations in the corpus

• Social Media for Selection? Validity and Adverse Impact Potential of a Facebook-Based Assessment (2016, background): “For instance, it has been suggested that SM information could be used to assess personality (Back et al., 2010; Kluemper & Rosen, 2009; Vazire & Gosling, 2004).”
• A Review of Facebook Research in the Social Sciences (2012, neutral): “However, by using Facebook to screen applicants, employers can inadvertently learn about a candidate’s marital status, age, and other topics that are not legal bases for hiring decisions according to equal opportunity laws in the United States (Kluemper & Rosen, 2009).”
• The Relationships among Attachment Style, Personality Traits, Interpersonal Competency, and Facebook Use (2012, background): “This idea that viewers can rate a person‟s personality factors by judging that person‟s social networking profile with consistency 11 and relative accuracy has been demonstrated in other areas as well (c.f., Kluemper & Rosen, 2009).”
• Social Media in Employee-Selection-Related Decisions (2016, background): “In contrast, our searches in PsycINFO found only a few empirical articles (e.g., Henderson & Bowley, 2010; Marcus, Machilek, & Schutz, 2006), including only an occasional empirical journal article related to employee selection (e.g., Kluemper & Rosen, 2009).”
• LinkedIn as a new selection method: Psychometric properties and assessment approach (2018, methodology): “The limited empirical evidence suggests that ratings of personality traits (Kluemper et al., 2012) and cognitive ability (Kluemper & Rosen, 2009) based on Facebook profiles demonstrate convergence with self-reports, but ratings of skills do not (Van Iddekinge et al., 2016).”