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Online privacy in job recruitment processes? Boundary work among cybervetting recruiters

机译：在工作招聘流程中的在线隐私？网上招聘人员之间的边界工作

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摘要

This article addresses various ways that cybervetting recruiters (re)construct boundaries around the public-private division. Based on interviews with 37 recruiters in Sweden, we show how the practice of cybervetting is legitimised by the recruiters' descriptions and accounts in relation to various notions of privacy and norms of information flow. We present this as a boundary work aided by especially two ways of framing information: the repertoire about accessible information and the repertoire of relevant information. These repertoires help define what information can be conceived of as public or private, and as legitimate versus unethical to search for and to use. Privacy is framed by employers as a responsibility, rather than a right, for social network site users. The findings also underline similarities and differences in jobseekers' and employers' norms of information flow, not least considering the right to online privacy.
机译：本文讨论了网络识别招聘人员（重新）构建公私部门的边界的各种方式。基于瑞典的37名招聘人员的访谈，我们展示了网络上的招聘人员的描述和账户与各种概念有关隐私和信息流程规范的账户的合法化。我们将此作为一个边界工作，尤其是框架信息的两种方式：关于可访问信息的曲目和相关信息的reptoIre。这些reptoIresires有助于定义如何构思作为公共或私人或私人的信息，并且与不道德寻求和使用的合法性。雇主作为责任，而不是右侧的雇主为社交网站用户构成隐私。调查结果也强调了求职者和雇主信息流量的相似之处和差异，尤其是考虑在线隐私权。

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