Myspace Isn't Your Space: Expanding the Fair Credit Reporting Act to Ensure Accountability and Fairness in Employer Searches of Online Social Networking Services

  title={Myspace Isn't Your Space: Expanding the Fair Credit Reporting Act to Ensure Accountability and Fairness in Employer Searches of Online Social Networking Services},
  author={Donald Carrington Davis},
The advent and popularity of online social networking has changed the way Americans socialize. Employers have begun to tap into these online communities as a simple and inexpensive way to perform background checks on candidates. However, a number of problems arise when employers base adverse employment decisions upon information obtained through these online searches. Three basic problems or issues accompany searches of online profiles for employment decisions: (1) inaccurate, irrelevant, or… 

Job Applicants' Information Privacy Protection Responses: Using Social Media for Candidate Screening

This research examines how one disclosure request impacted six information privacy protective responses (IPPRs) based on the job candidates’ perceived moral judgment and the perceived moral intensity of the HR disclosure request and finds five IPPRs were significant responses when one judged the request to be immoral and perceived the moral intensity concept of immediate harm.

Employer Use of Facebook as a Tool in Pre-Employment Screening of Applicants: Benefits and Ethical, Legal, and Privacy Implications

The social networking Web site, Facebook, allows users to publish personal information to communicate and interact with others. Because of its online accessibility, Facebook has unintentionally

The battle over SNS privacy for US employees and job applicants: an analysis of 2012–2013 state legislation

ABSTRACT This study examines US legislation designed to prohibit employer access to employee and job applicant personal social networking sites (SNSs) between 2012 and 2013. It asks if the

Profiling employees online: shifting public–private boundaries in organisational life

Profiling involves the collection and use of online information about prospective and current employees to evaluate their fitness for and in the job. Workplace and legal studies suggest an expanded

Social Media Screening and Procedural Justice: Towards Fairer Use of Social Media in Selection

  • Eva Vosen
  • Political Science
    Employee Responsibilities and Rights Journal
  • 2021
Companies have started using social media for screening applicants in the selection process. Thereby, they enter a low-cost source of information on applicants, which potentially allows them to hire

Publishing personal information online: How employers’ access, observe and utilise social networking sites within selection procedures

Purpose – The purpose of this paper is to examine employers’ use of social networking sites (SNSs) within employee selection. Design/methodology/approach – In-depth interviews were conducted with 15

If I Do Not Like Your Online Profile I Will Not Hire You!

The study goals are to find out how common it is to do background checks on possible future employees in Estonia, how students feel about such a practice and how they maintain their public profiles.

Social media snooping on job applicants

Purpose The purpose of this paper is to investigate how HR professionals use social networking website information to evaluate applicants’ propensity to engage in counterproductive work behaviors

At Face(book) value: uses of Facebook in hiring processes and the role of identity in social networks

This study conducted 19 semi-structured in-depth interviews with employers from over six industries who use job candidate Facebook information in hiring processes. The results generated seven key

Is what you see what you get? Investigating the relationship between social media content and counterproductive work behaviors, alcohol consumption, and episodic heavy drinking

Abstract Employers are increasingly using social networking website (SNW) content to screen applicants for employment despite the absence of much empirical support for this practice. The purpose of