Many organizational representatives review social media (SM) information (e.g., Facebook, Twitter) when recruiting and assessing job applicants. Despite this, very little empirical data exist concerning the SM information available to organizations or whether assessments of such information are a valid predictor of work outcomes. This multistudy investigation examines several critical issues in this emerging area. In Study 1, we conducted a content analysis of job seekers' Facebook sites (n = 266) and found that these sites often provide demographic variables that U.S. employment laws typically prohibit organizations from using when making personnel decisions (e.g., age, ethnicity, and religion), as well as other personal information that is not work-related (e.g., sexual orientation, marital status). In Study 2 (n = 140), we examined whether job seekers' SM information is related to recruiter evaluations. Results revealed that various types of SM information correlated with recruiter judgments of hireability, including demographic variables (e.g., gender, marital status), variables organizations routinely assess (e.g., education, training, and skills), and variables that may be a concern to organizations (e.g., profanity, sexual behavior). In Study 3 (n = 81), we examined whether structuring SM assessments (e.g., via rater training) affects criterion-related validity. Results showed that structuring SM assessments did not appear to improve the prediction of future job performance or withdrawal intentions. Overall, the present findings suggest that organizations should be cautious about assessing SM information during the staffing process. (PsycINFO Database Record (c) 2020 APA, all rights reserved).

中文翻译：

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求职者的社交媒体网站上有什么？结构对招聘人员判断和预测有效性的内容分析和影响。

许多组织代表在招聘和评估求职者时会查看社交媒体 (SM) 信息（例如 Facebook、Twitter）。尽管如此，关于组织可用的 SM 信息或对此类信息的评估是否有效预测工作结果的经验数据很少。这项多项研究调查了这一新兴领域的几个关键问题。在研究 1 中，我们对求职者的 Facebook 网站（n = 266）进行了内容分析，发现这些网站通常提供美国就业法通常禁止组织在做出人事决策时使用的人口统计变量（例如，年龄、种族和宗教），以及其他与工作无关的个人信息（例如，性取向、婚姻状况）。在研究 2 (n = 140) 中，我们检查了求职者的 SM 信息是否与招聘人员的评估有关。结果显示，各种类型的 SM 信息与招聘人员对可雇用性的判断相关，包括人口统计变量（例如，性别、婚姻状况）、组织常规评估的变量（例如，教育、培训和技能），以及可能与招聘人员相关的变量。组织（例如，亵渎、性行为）。在研究 3（n = 81）中，我们检查了构建 SM 评估（例如，通过评估员培训）是否影响与标准相关的有效性。结果表明，构建 SM 评估似乎并没有改善对未来工作绩效或退出意图的预测。总体而言，目前的调查结果表明，组织在人员配备过程中应谨慎评估 SM 信息。