Social networking sites (SNS) are a rich source of extractive information about job applicants. Human resources (HR) professionals now use SNS to gather additional information about job applicants; consequently, job applicants begin interviewing even before the actual interview. The authors examine SNS in the context of hiring decisions, using uncertainty reduction theory as a framework of analysis to explain how individuals obtain and process information about interpersonal relationships to reduce uncertainty before a face‐to‐face meeting. The authors recommend mandatory training for HR professionals, recruiters, and applicants in the strategic use and placement of SNS profiles in the public domain.

中文翻译：

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分析：使用社交网站进行工作筛选的功效

社交网站（SNS）是有关求职者的丰富提取信息的来源。人力资源专业人员现在使用SNS来收集有关求职者的其他信息；因此，求职者甚至在实际面试之前就开始面试。作者在雇用决策的背景下研究了SNS，使用减少不确定性理论作为分析框架来解释个人如何在面对面会议之前获取和处理有关人际关系的信息以减少不确定性。作者建议对人力资源专业人员，招聘人员和申请人进行强制性培训，以在公共领域战略性使用和放置SNS资料。