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.

中文翻译：

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招聘流程中的在线隐私？网络审查招聘人员之间的边界工作

本文讨论了网络审查招聘人员（重新）在公私部门之间建立边界的各种方式。基于对瑞典37名招聘者的采访，我们展示了如何通过招聘者对各种隐私和信息流规范的描述和陈述使网络审查的做法合法化。我们将这作为一项边界工作而呈现，尤其是通过两种方法来构筑信息：有关可访问信息的库和有关信息的库。这些库有助于定义可以将什么信息构思为公共或私人信息，以及将其视为合法和不道德的搜索和使用信息。雇主将隐私定为社交网站用户的责任，而不是权利。