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首页> 外文期刊>Journal of Management >Social Media for Selection? Validity and Adverse Impact Potential of a Facebook-Based Assessment
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Social Media for Selection? Validity and Adverse Impact Potential of a Facebook-Based Assessment

机译：选择社交媒体？基于Facebook的评估的有效性和不良影响潜力

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摘要

Recent reports suggest that an increasing number of organizations are using information from social media platforms such as Facebook.com to screen job applicants. Unfortunately, empirical research concerning the potential implications of this practice is extremely limited. We address the use of social media for selection by examining how recruiter ratings of Facebook profiles fare with respect to two important criteria on which selection procedures are evaluated: criterion-related validity and subgroup differences (which can lead to adverse impact). We captured Facebook profiles of college students who were applying for full-time jobs, and recruiters from various organizations reviewed the profiles and provided evaluations. We then followed up with applicants in their new jobs. Recruiter ratings of applicants' Facebook information were unrelated to supervisor ratings of job performance (rs = -.13 to -.04), turnover intentions (rs = -.05 to .00), and actual turnover (rs = -.01 to .01). In addition, Facebook ratings did not contribute to the prediction of these criteria beyond more traditional predictors, including cognitive ability, self-efficacy, and personality. Furthermore, there was evidence of subgroup difference in Facebook ratings that tended to favor female and White applicants. The overall results suggest that organizations should be very cautious about using social media information such as Facebook to assess job applicants.
机译：最近的报告表明，越来越多的组织正在使用来自诸如Facebook.com之类的社交媒体平台的信息来筛选求职者。不幸的是，关于这种做法潜在影响的实证研究非常有限。我们通过检查招聘人员对Facebook个人资料的评分如何评估两个重要标准来解决选择过程中的社交媒体使用问题，该标准对选择程序进行了评估：与标准相关的有效性和亚组差异（这可能导致不利影响）。我们捕获了申请全职工作的大学生的Facebook个人资料，来自各个组织的招聘人员审查了个人资料并提供了评估。然后，我们跟进了申请人的新工作。申请人的Facebook信息的招聘者评分与主管的工作绩效评分（rs = -.13至-.04），离职意向（rs = -.05至.00）和实际离职率（rs = -.01至-.00 .01）。此外，除了更传统的预测指标（包括认知能力，自我效能感和性格）以外，Facebook的评分也无助于这些标准的预测。此外，有证据表明，Facebook评分的亚组差异倾向于偏爱女性和白人申请人。总体结果表明，组织在使用社交媒体信息（如Facebook）评估求职者时应非常谨慎。

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