Skip to main content

Use of Social Networking Websites on Applicants’ Privacy

Employee Responsibilities and Rights Journal volume 27, pages 115–159 (2015)Cite this article

Abstract

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 needs of the organization for information against applicants’ rights to privacy.

This is a preview of subscription content, access via your institution.

Access options

Buy single article

Instant access to the full article PDF.

USD 39.95

Price includes VAT (USA)
Tax calculation will be finalised during checkout.

Fig. 1
Fig. 2

References

  • Ajzen, I. (1991). The theory of planned behavior. Organizational Behavior and Human Decision Processes, 50(2), 179–211.

    Article  Google Scholar 

  • Alge, B. J., Ballinger, G. A., Tangirala, S., & Oakley, J. L. (2006). Information privacy in organizations: empowering creative and extra role performance. Journal of Applied Psychology, 91(1), 221.

    Article  Google Scholar 

  • Americans with Disabilities Act (1990) Pub. L. No. 101–336, 104 Stat. 328.

  • Anderson, N. (2011). Perceived job discrimination: toward a model of applicant propensity to case initiation in selection. International Journal of Selection and Assessment, 19(3), 229–244.

    Article  Google Scholar 

  • Bauer, T. N., Maertz, C., Dolen, M., & Campion, M. A. (1998). A longitudinal assessment of applicant reactions to an employment test. Journal of Applied Psychology, 83, 892–903.

    Article  Google Scholar 

  • Bauer, T. N., Truxillo, D. M., Sanchez, R. J., Craig, J., Ferrara, P., & Campion, M. A. (2001). Applicant reactions to selection: development of the selection procedural justice scale (SPJS). Personnel Psychology, 54, 387–419.

    Article  Google Scholar 

  • Bauer, T. N., Truxillo, D. M., Tucker, J. S., Weathers, V., Bertolino, M., Erdogan, B., & Campion, M. A. (2006). Selection in the information age: The impact of privacy concerns and computer experience on applicant reactions. Journal of Management, 32(5), 601–621.

  • Bellman, S., Johnson, E. J., Kobrin, S. J., & Lohse, G. L. (2004). International differences in information privacy concerns: a global survey of consumers. The Information Society, 20(5), 313–324.

    Article  Google Scholar 

  • Bennett-Alexander, D. D., & Hartman, L. P. (2004). Employment Law for Business.

  • Bennett-Alexander, D. D., & Hartman, L. P. (2009). Employment Law for Business.

  • Bohnert, D., & Ross, W. H. (2010). The influence of social networking web sites on the evaluation of job candidates. Cyberpsychology, Behavior and Social Networking, 13(3), 341–347.

    Article  Google Scholar 

  • Boyd, D. M., & Ellison, N. B. (2007). Social network sites: definition, history and scholarship. Journal of Computer Mediated Communication, 13(11). Retrieved from http://jcmc.indiana.edu/vol13/issue1/boyd.ellison.html.

  • Brief, A. P., Dietz, J., Cohen, R. R., Pugh, S. D., & Vaslow, J. B. (2000). Just doing business: modern racism and obedience to authority as explanations for employment discrimination. Organizational Behavior and Human Decision Processes, 81(1), 72–97.

    Article  Google Scholar 

  • Brown, V. R., & Vaughn, E. D. (2011). The writing on the (Facebook) wall: the use of social networking sites in hiring decisions. Journal of Business and Psychology, 26, 219–225.

    Article  Google Scholar 

  • Civil Rights Act of 1964 § 7, 42 U.S.C. §2000e et seq. (1964). Retrieved from the equal employment opportunity commission website: http://www.eeoc.gov/laws/statutes/titlevii.cfm.

  • Culnan, M. J. (1993). “How did they get my name?”: an exploratory investigation of consumer attitudes toward secondary information use. MIS Quarterly, 341–363.

  • Data Protection Act (1980). 95/46 EC.

  • Davison, K. H., Maraist, C., & Bing, M. N. (2011). Friend or foe? The promise and pitfalls of using social networking sites for HR decisions. Journal of Business and Psychology, 26, 153–159.

    Article  Google Scholar 

  • Derous, E., Ryan, A. M., & Nguyen, H. H. D. (2011). Multiple categorization in resume screening: examining effects on hiring discrimination against Arab applicants in field and lab settings. Journal of Organizational Behavior, 33(4), 544–570.

    Article  Google Scholar 

  • Dillon, T. W., Hamilton, A. J., Thomas, D. S., & Usry, M. L. (2008). The importance of communicating workplace privacy policies. Employee Responsibilities and Rights Journal, 20(2), 119–139.

    Article  Google Scholar 

  • Dipboye, R. L., & Cothern, C. R. (Eds.). (2004). Discrimination at work: the psychological and organizational bases. Lawrence Erlbaum.

  • Dwyer, C., Hiltz, S. R., & Passerini, K. (2007, August). Trust and privacy concern within social networking sites: a comparison of Facebook and MySpace. Proceedings American Conference of Information Systems, 339.

  • Eddy, E., Stone-Romero, E. F., & Stone, D. L. (1999). Effects of information management policies on reactions to human resource information systems: an integration of privacy and procedural justice perspectives. Personnel Psychology, 52, 335–358.

    Article  Google Scholar 

  • Facebook (2014). Facebook, Inc. Retrieved from http//www.facebook.com.

  • Fair Credit Reporting Act (1970). 15 U.S.C. § 1681.

  • Fishbein, M., & Ajzen, I. (1975). Belief, attitude, intention and behavior: an introduction to theory and research. Reading: Addison-Wesley.

    Google Scholar 

  • Fogel, J., & Nehmad, E. (2009). Internet social network communities: risk taking, trust, and privacy concerns. Computers in Human Behavior, 25, 153–160.

    Article  Google Scholar 

  • Framingham, H. H. (2008). Employers use social networks in the hiring process. Retrieved on March 12, 2012 from news.nsf/care/63C6E9BE6E9BE6AD920CC2574C90003ADDD.

  • Fusilier, M. R., & Hoyer, W. D. (1980). Variables affecting perceptions of invasion of privacy in personnel selection situation. Journal of Applied Psychology, 65, 623–626.

    Article  Google Scholar 

  • Gilliland, S. W. (1993). The perceived fairness of selection systems: an organizational justice perspective. Academy of Management Review, 18, 694–734.

    Google Scholar 

  • Gilliland, S. W., & Hale, J. (2005). How do theories of organizational justice inform just employee selection practices? In J. Greenberg & J. A. Colquitt (Eds.), Handbook of organizational justice: fundamental questions about justice in the workplace (pp. 411–438). Mahwah: Erlbaum.

    Google Scholar 

  • Goffman, E. (1963). Stigma: notes on the management of spoiled identity. Englewood Cliffs: Prentice-Hall.

    Google Scholar 

  • Gross, R., & Acquisti, A. (2005, November). Information revelation and privacy in online social networks. In proceedings of the 2005 ACM workshop on privacy in the electronic society, 71–80.

  • Hann, I. H., Hui, K. L., Lee, T. S., & Png, I. P. (2002). Online information privacy: measuring the cost-benefit trade-off. In 23rd International Conference on Information Systems (pp. 1–8).

  • Harris, M. M., Hoye, G. V., & Lievens, F. (2003). Privacy and attitudes towards internet based selection systems: a cross cultural comparison. International Journal of Selection and Assessment, 11(2 3), 230–236.

    Article  Google Scholar 

  • Hausknecht, J. P., Day, D. V., & Thomas, S. C. (2004). Applicant reactions to selection procedures: an updated model and meta-analysis. Personnel Psychology, 57(3), 639–683.

    Article  Google Scholar 

  • Henderson, A., & Bowley, R. (2010). Authentic dialogue? The role of “friendship” in a social media recruitment campaign. Journal of Communication Management, 14, 237–257.

    Article  Google Scholar 

  • Hofstede, G. (1980). Culture’s consequences: international differences in work-related values (Vol. 5). Sage Publications, Incorporated.

  • Jourard, S. M., & Lasakow, P. (1958). Some factors in self-disclosure. The Journal of Abnormal and Social Psychology, 56(1), 91.

    Article  Google Scholar 

  • Kluemper, D., & Rosen, P. (2009). Future employment selection methods: evaluating social networking web sites. Journal of Managerial Psychology, 24(6), 567–580.

    Article  Google Scholar 

  • Kluemper, D. H., Rosen, P. A., & Mossholder, K. W. (2012). Social networking websites, personality ratings, and the organizational context: More than meets the eye? 1. Journal of Applied Social Psychology, 42(5), 1143–1172.

  • Labrecque, L. I., Markos, E., & Milne, G. R. (2011). Online personal branding: processes, challenges, and implications. Journal of Interactive Marketing, 25(1), 37–50.

    Article  Google Scholar 

  • Laufer, R. S., & Wolfe, M. (1977). Privacy as a concept and a social issue: a multidimensional developmental theory. Journal of Social Issues, 33(3), 22–42.

    Article  Google Scholar 

  • Levinson, A. R. (2010). Carpe diem: privacy protection in employment act. Akron Law Review, 43, 331.

    Google Scholar 

  • Lowry, P. B., Cao, J., & Everard, A. (2011). Privacy concerns versus desire for interpersonal awareness in driving the use of self-disclosure techniques: the case of instant messaging in two cultures. Journal of Management Information Systems, 27, 163–200.

    Article  Google Scholar 

  • Lucero, M. A., Allen, R. E., & Elzweig, B. (2013). Managing employee social networking: evolving views from the national labor relations board. Employee Responsibilities and Rights Journal, 25, 143–158.

    Article  Google Scholar 

  • Lukaszewski, K., Stone, D. L., & Stone-Romero, E. F. (2008). The effects of choice of human resource systems and type of information collected on perceptions of privacy and satisfaction with systems. Journal of Business and Psychology, 23, 73–86.

    Article  Google Scholar 

  • Madera, J. M. (2012). Using social networking websites as a selection tool: the role of selection process fairness and job pursuit intentions. International Journal of Hospitality Management, 31, 1276–1282.

    Article  Google Scholar 

  • Madigan, J., & Macan, T. H. (2005). Improving applicant reactions by altering test administration. Applied HRM Research, 10(2), 73–88.

    Google Scholar 

  • Marcus, A., & Niranjan, K. (2009). Cross-Cultural analysis of social network services in Japan, Korea, and the USA. Proceedings, HCI International 2009, 19–24 July 2009, San Diego, CA.

  • Markus, H. R., & Kitayama, S. (1991a). Culture and the self: implications for cognition, emotion, and motivation. Psychological Review, 98, 224–253.

    Article  Google Scholar 

  • Markus, H. R., & Kitayama, S. (1991b). Cultural variation in the self-concept. In G. R. Goethals & J. Strauss (Eds.), Multidisciplinary perspectives on the self (pp. 18–48). New York: Springer.

    Google Scholar 

  • Marshall, A. B., Cardon, P. W., Norris, D. T., Goreva, N., & D’Souza, R. (2008). Social networking websites in India and the United States: a cross-national comparison of online Milberg, S. J., Burke, S. J., Smith, H. J., & Kallman, E. A., (1995). Values, personal information, privacy, and regulatory approaches. Communications of the ACM. 38(12): 65–74.

  • Milberg, S. J., Burke, S. J., Smith, H. J., & Kallman, E. A. (1995). Values, personal information privacy, and regulatory approaches. Communications of the ACM, 38(12), 65–74.

  • Miller, C. C. (2014). The plus in Google plus? New York Times. Retrieved from http://www.nytimes.com/2014/02/15/technology/the-plus-in-google-plus-its-mostly-for-google.html?_r=0.

  • Murphy, K. H., Thornton, K. R., & Reynolds, G. C. (1990). College students’ attitudes toward employee drug testing programs. Personnel Psychology, 43, 615–631.

    Article  Google Scholar 

  • Paschal, J., Stone-Romero, E. F., & Stone, D. L. (2009). Effects of electronic mail policies on invasiveness and fairness. Journal of Managerial Psychology, 24(6), 502–525.

    Article  Google Scholar 

  • Peluchette, J., & Karl, K. (2008). Social networking profiles: an examination of student attitudes regarding use and appropriateness of content. CyberPsychology and Behavior, 11(1), 95–97.

    Article  Google Scholar 

  • Perloff, R. (1987). Self-interest and personal responsibility redux. American Psychologist, 42(1), 3–11. doi:10.1037/0003-066X.42.1.3.

    Article  Google Scholar 

  • Phillips, J. M., & Gully, S. M. (2002). Fairness reactions to personnel selection techniques in Singapore and the United States. International Journal of Human Resource Management, 13(8), 1186–1205.

    Article  Google Scholar 

  • Preston, J. (2011, July 20). Social media history becomes a new job hurdle. The New York Times, Business day technology section.

  • Price, G. (2012). New from consumer reports: Facebook & your privacy (Who sees your data). Consumer Reports. Retrieved from http://www.consumerreports.org/cro/magazine/2012/06/facebook-your-privacy/index.htm.

  • Rosenbaum, B. L. (1973). Attitude towards invasion of privacy in the personnel selection process and job applicant demographic and personality correlates. Journal of Applied Psychology, 58, 333–338.

    Article  Google Scholar 

  • Roth, P. L., Bobko, P., Van Iddekinge, C. H., & Thatcher, J. B. (2012a). Social media and employee selection; literature-based expectations of adverse impact. Boston: Symposium presented at the Academy of Management Conference.

    Google Scholar 

  • Roth, P. L., Bobko, P., Iddekinge, C. H., & Thatcher, J. B. (2012b). Using social media information for staffing decisions: some unchartered territory in validity research. Boston: Symposium presented at the Academy of Management Conference.

    Google Scholar 

  • Ryan, A. M., & Ployhart, R. E. (2000). Applicants’ perceptions of selection procedures and decisions: a critical review and agenda for the future. Journal of Management, 26(3), 565–606.

    Article  Google Scholar 

  • Sanchez, R. J., Roberts, K., Freeman, M., & Clayton, A. M. (2012). Do they care? Applicant reactions to online social networking presence checks. Boston: Symposium presented at the Academy of Management Conference.

    Google Scholar 

  • Shea, K., & Wesley, J. (2006). How social networking sites affect students, career services, and employers. National Assessment of Colleges and Employers Journal, 66(3), 26–32.

    Google Scholar 

  • Siebert, S., Downes, P. E., & Christopher, J. (2012). Applicant reactions to online background checks: welcome to a brave new world. Boston: Symposium presented at the Academy of Management Conference.

    Google Scholar 

  • Smith, H. J., Milberg, S. J., & Burke, S. J. (1996). Information privacy: measuring individuals’ concerns about organizational practices. MIS quarterly, 167–196.

  • Smither, J. W., Reilly, R. R., Millsap, R. E., Pearlman, K., & Stoffey, R. W. (1993). Applicant reactions to selection procedures. Personnel Psychology, 46, 49–77.

    Article  Google Scholar 

  • Sprague, R. (2009). International privacy laws: rethinking information privacy in an age of online transparency. Hofstra Labor and Employment Journal, 25, 395–417.

    Google Scholar 

  • SHRM Staffing Research (2008). Online technologies and their impact on recruitment strategies. Retrieved from www.shrm.org November 18, 2013 .

  • Stanton, J. M., & Lin, L. F. (2003). Effects of workplace monitoring policies on potential employment discrimination and organizational attractiveness for African Americans in the technical professions. Journal of Black Psychology, 29(3), 257–274.

    Article  Google Scholar 

  • Steiner, D., & Gilliland, S. W. (1996). Justice reactions to personnel selection techniques in France and the United States. Journal of Applied Psychology, 81, 134–141.

    Article  Google Scholar 

  • Stone, D. L., & Stone, E. F. (1987). Effects of missing application-blank information on personnel selection decisions: Do privacy protection strategies bias the outcome?. Journal of Applied Psychology, 72(3), 452.

  • Stone, D. L., & Kotch, D. A. (1989). Individuals’ attitudes toward organizational drug testing policies and practices. Journal of Applied Psychology, 74, 518–521.

    Article  Google Scholar 

  • Stone, E. F., & Stone, D. L. (1990). Privacy in organizations: theoretical issues, research findings, and protection strategies. In G. Ferris & K. Rowland (Eds.), Research in personnel and human resources management, 8 (pp. 549–411). Greenwich: JAI Press.

    Google Scholar 

  • Stone, D. L., & Stone-Romero, E. F. (1998). A multiple stakeholder model of privacy in organizations. In M. Schminke (Ed.), Managing ethics: morally managing people and processes (pp. 35–60). Mahwah: Lawrence Erlbaum.

    Google Scholar 

  • Stone, E. F., Gueutal, H. G., Gardner, D. G., & McClure, S. (1983). A field experiment comparing information-privacy values, beliefs, and attitudes across several types of organizations. Journal of Applied Psychology, 68, 459–468.

    Article  Google Scholar 

  • Stone, D. L., Lukaszewski, K. M., & Eddy, E. (1998). Privacy and human resource information systems. International Association for Human Resource Information Management, II, 44–50.

  • Stone-Romero, E. F., Stone, D. L., & Hyatt, D. (2003a). Personnel selection procedures and invasion of privacy. Journal of Social Issues, 59(2), 343–368.

    Article  Google Scholar 

  • Stone-Romero, E. F., Stone, D. L., & Salas, E. (2003b). The influence of culture on role conception and role behavior in organizations. Applied Psychology An International Review, 52, 328–362.

    Article  Google Scholar 

  • Tabibi, P. A. (2012). Social media and the hiring process. Mineola, NY: Meltzer, Lippe, Goldstein, and Breitstone LLP White Paper. Taylor, A. (2007).

  • Taylor, A. (2007). Careless online talk can cost candidates jobs. Financial Times. Retrieved on from www.ft.com/cms/s/0/0dd40300-dcca-11db-a21d-000b5df10621.html the USA. White Paper. HCI International Conference, 19–24 July 2009.

  • Title VII, Civil Rights Act of 1991 - Pub. L. 102–166, 105 Stat. 1071 (codified in various sections of 42 U.S.C (Supp. III 1992)). Title VII, Civil Rights Act of 1991 - Pub. L., 102–166.Title VII, Civil Rights Act of 1991 - Pub. L. 102–166, 105 Stat. 1071 (codified in various sections of 42 U.S.C (Supp. III 1992)). Title VII, Civil Rights Act of 1991 - Pub. L. 102–166.

  • Tolchinsky, P. D., McCuddy, M. K., Adams, J., Ganster, D. C., Woodman, R. W., & Fromkin, H. L. (1981). Employee perceptions of invasions of privacy: a field simulation experiment. Journal of Applied Psychology, 66, 308–313.

    Article  Google Scholar 

  • Triandis, H. C. (1994). Culture and social behavior. New York: McGraw-Hill.

    Google Scholar 

  • Trice, H. M., & Beyer, J. M. (1993). The culture of work organizations. Englewood Cliffs: Prentice-Hall.

    Google Scholar 

  • Tufekci, Z. (2008). Can you see me now? Audience and disclosure regulation in online social network sites. Bulletin of Science, Technology & Society, 28(1), 20–36.

    Article  Google Scholar 

  • Van Slyke, C., Shim, J. T., Johnson, R., & Jiang, J. (2006). Concern for information privacy and online consumer purchasing. Journal of the Association of Information Systems, 7, 415–443.

    Google Scholar 

  • Vicknair, J., Elkersh, D., Yancey, K., & Budden, M. C. (2010). The use of social networking websites as a recruiting tool for employers. American Journal of Business Education (AJBE), 3(11).

  • Wilson, R. E., Gosling, S. D., & Graham, L. T. (2012). A review of Facebook research in the social sciences. Perspectives on Psychological Science, 7, 203–220.

    Article  Google Scholar 

  • Young, A. L., & Quan-Haase, A. (2009, June). Information revelation and internet privacy concerns on social network sites: a case study of facebook. In Proceedings of the fourth international conference on Communities and technologies, 265–274.

  • Zeidner, R. (2007). How deep can you probe? HR Magazine, 52(10), 57–60.

    Google Scholar 

Download references

Author information

Authors and Affiliations

  1. Department of Management One UTSA Circle, The University of Texas at San Antonio, San Antonio, TX, 78249, USA

    Stephanie L. Black & Andrew F. Johnson

  2. University at Albany, State University of New York c/o 866 Fawnway, San Antonio, TX, 78260, USA

    Dianna L. Stone

Authors
  1. Stephanie L. Black
    View author publications

    You can also search for this author in PubMed Google Scholar

  2. Dianna L. Stone
    View author publications

    You can also search for this author in PubMed Google Scholar

  3. Andrew F. Johnson
    View author publications

    You can also search for this author in PubMed Google Scholar

Corresponding author

Correspondence to Stephanie L. Black.

Rights and permissions

Reprints and Permissions

About this article

Verify currency and authenticity via CrossMark

Cite this article

Black, S.L., Stone, D.L. & Johnson, A.F. Use of Social Networking Websites on Applicants’ Privacy. Employ Respons Rights J 27, 115–159 (2015). https://doi.org/10.1007/s10672-014-9245-2

Download citation

  • Published:

  • Issue Date:

  • DOI: https://doi.org/10.1007/s10672-014-9245-2

Keywords

  • Social networking
  • Social media
  • Privacy
  • Selection
  • Stigma