Jul 20, 2014 - Organizations are increasingly using social networking websites (SNS) in the hiring process because they want to maximize dependable role ...
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Employee Responsibilities and Rights Journal
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June 2015, Volume 27, Issue 2, pp 115-159 First online: 20 July 2014
Use of Social Networking Websites on Applicants’ Privacy Stephanie L. Black , Dianna L. Stone , Andrew F. Johnson
Abstract
Use of Social Networking Websites on Applicants’ Privacy Author: Black, Stephanie L. Journal Title: Employee responsibilities and rights journal ISSN: 0892-7545 Date: 06/2015 Volume: 27 Issue: 2 Start Page: 115-159 DOI: 10.1007/s10672-014-9245-2
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Organizations are increasingly using social networking websites (SNS) in the hiring process because they want to maximize dependable role behavior, ensure applicants are trustworthy, and avoid negligent hiring lawsuits. However, some analysts argue that these practices have the potential to invade applicants’ privacy because they gather personal data that were originally intended for family and friends, or collect information that is not job related (e.g., off duty behavior, membership in protected classes) (Gross & Acquisti, 2005; Tabibi, 2012). Despite the growing use of SNS data in the selection process, little theory or research has examined applicants’ reactions to these practices. Thus, we used a model of privacy (Stone & Stone, 1990) to explain the factors that affect applicants’ perceptions of invasion of privacy when SNS data are used in the hiring process. We also made minor additions to the model to fit the SNS context. The privacy model suggests that several information, procedural, sociocultural, and individual factors influence applicants’ reactions, and we offer hypotheses based on the model to guide future research. We also consider the implications for establishing fair information policies, and balancing the
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