Social Media in Employee-Selection-Related Decisions

By Philip L. Roth, Philip Bobko, Chad H. Van Iddekinge, Jason Bennett Thatcher. 2016

257 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/e5bb4aeeb86df24f770efab69662cbe2ef3f3b31

How researchers see this paper

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

In Gender Studies

1. Nicolas Roulin
2. J. Levashina

In Organizational Behavior and Human Resource Management

1. Nicolas Roulin
2. Tomas Chamorro-Premuzic
3. Robert P. Hogan
4. J. Levashina
5. M. Higgs
6. P. D. Harms

In Sociology and Political Science

1. Nicolas Roulin
2. Tomas Chamorro-Premuzic
3. Robert P. Hogan
4. J. Levashina
5. R. Sherman
6. D. Funder
7. J. Rauthmann

Citations in the corpus

• LinkedIn as a new selection method: Psychometric properties and assessment approach (2018, methodology): “Broadly speaking, LinkedIn profiles include more information about jobrelated skills and cognitive abilities, but less information about applicants’ personality, compared to Facebook profiles (Davison et al., 2016; Roth et al., 2016; Roulin & Bangerter, 2013b).”
• Artificial Intelligence in Human Resources Management: Challenges and a Path Forward (2019, unknown): “25 Those data are now used in hiring (e.g., looking for evidence of bad behavior, looking for evidence of fit) and to assess “flight risk” or retention problems (e.g., identifying updated LinkedIn profiles).”
• New Talent Signals: Shiny New Objects or a Brave New World? (2016, background): “Roth and colleagues (Roth et al., 2016) point out that construct validity is lacking when using information from social media for employment purposes, which does not seem to worry big data enthusiasts who are simply interested in finding relationships between variables.”