ETHICS, IDENTITY AND EMPLOYABILITY IN THE REVIEW OF CANDIDATES' SOCIAL MEDIA BY EMPLOYERS
Article Sidebar
Main Article Content
Abstract
Introduction: This article explores the relationship between ethics, digital identity, and employability in the context of employers reviewing candidates' social media profiles. It discusses how online profiles influence hiring decisions and the challenges in managing digital identity. Methodology: A literature review was conducted by selecting relevant studies and articles from the past decade to identify trends, benefits, risks, and strategies related to social media review in hiring. Results: The review shows that while employers gain a more comprehensive view of candidates, they also face risks of bias and legal issues. For candidates, well-managed digital presence offers advantages but also poses risks of privacy and discrimination. Key strategies for effective digital identity management were identified. Discussion: The findings highlight that digital identity is crucial in the modern labor market, presenting both opportunities and challenges. Therefore, efforts should be made to ensure a balanced approach that respects privacy and promotes fairness in the hiring process. Conclusions: It is imperative to adopt an ethical approach to social media review. Given this circumstance, future research should explore the long-term impact of these practices and develop tools for more ethical social media review.
Downloads
Article Details
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.
The Journal of Communication of SEECI recognizes and promotes copyright rights, as well as the need to disseminate knowledge in an accessible and equitable manner. Our journal operates under a Creative Commons License CC BY-NC 4.0, which allows authors and users to:
- Share and Adapt: Copy, redistribute, and adapt the material published in the journal in any medium or format.
- Attribution: Properly acknowledge authorship and provide a link to the license, indicating if any changes have been made.
- Non-Commercial: Do not use the material for commercial purposes without the express permission of the authors and the journal.
- Authors retain copyright and may enter into non-exclusive agreements for self-archiving, deposit, or distribution of the publisher's version published in this journal, including institutional, national, or international repositories, and personal websites.
References
Aguado, D., Rico, R., Rubio, V. y Fernández, L. (2016). Reacciones de los candidatos ante el uso de las redes sociales en selección y evaluación de personal. Revista de Psicología del Trabajo y de las Organizaciones, 32(3), 183-190. https://dx.doi.org/10.1016/j.rpto.2016.09.001 DOI: https://doi.org/10.1016/j.rpto.2016.09.001
Davison, H., Bing, M., Kluemper, D. y Roth, P. (2016). Social media as a personnel selection and hiring resource: reservations and recommendations. En Landers, R. y Schmidt, G. (Eds.), Social Media in Employee Selection and Recruitment (pp. 15-42). Springer. https://doi.org/10.1007/978-3-319-29989-1_2 DOI: https://doi.org/10.1007/978-3-319-29989-1_2
Giones, A. y Serrat, M. (2010). La gestión de la identidad digital: una nueva habilidad informacional y digital. BiD: Textos Universitaris de Biblioteconomia i Documentació, 24. https://bid.ub.edu/24/giones2.htm
Hazelton, A. y Terhorst, A. (2015). Legal and ethical considerations for social media hiring practices in the workplace. The Hilltop Review, 7(2), 53-59. https://scholarworks.wmich.edu/hilltopreview/vol7/iss2/7
Hernández, L., Liquidano, M. y Silva, M. (2014). Reclutamiento y selección a través de las redes sociales Facebook y LinkedIn. Oikos: Revista de la Escuela de Administración y Economía, 18(38), 37-61. https://dialnet.unirioja.es/servlet/articulo?codigo=6025686 DOI: https://doi.org/10.29344/07184670.38.995
Hernández-Sampieri, R., Fernández-Collado, C. y Baptista-Lucio, M. P. (2014). Metodología de la investigación. McGraw-Hill.
Kenneally, O. (2021). The ethical concerns surrounding employers viewing employee’s social media profiles in the recruitment process. Is this Information Considered in Hiring Decisions? [Tesis de maestría]. National College of Ireland. https://norma.ncirl.ie/5252/1/orlakenneally.pdf
Lam, H. (2016). Social media dilemmas in the employment context. Employee Relations, 38(3), 420-437. https://doi.org/10.1108/ER-04-2015-0072 DOI: https://doi.org/10.1108/ER-04-2015-0072
Lanusse, L. (2019). Cuanta más información, ¿mejor? Un estudio sobre el uso de las redes sociales no profesionales en los procesos de selección del personal [Tesis de Licenciatura]. Universidad de San Andrés. http://hdl.handle.net/10908/16610
Liceda, E. (2011). La identidad digital. Anales de la Facultad de Ciencias Jurídicas y Sociales, 8(41), 295-304. http://sedici.unlp.edu.ar/handle/10915/20717
Mababu, R. (2016). Reclutamiento a través de las redes sociales: reclutamiento 3.0. Opción: Revista de Ciencias Humanas y Sociales, 10, 135-151. https://dialnet.unirioja.es/servlet/articulo?codigo=5875160
Nores, L. (2016). Algunos puntos críticos sobre la repercusión de las redes sociales en el ámbito de las relaciones laborales: aspectos individuales, colectivos y procesales. Revista de Información Laboral, 7, 21-52. https://www.uv.es/seminaridret/sesiones2017/redes/PonenciaNores.pdf
Roth, P., Bobko, P., Van Iddekinge, C. y Thatcher, J. (2016). Social media in employee-selection-related decisions. Journal of Management, 42(1), 269-298. https://doi.org/10.1177/0149206313503018 DOI: https://doi.org/10.1177/0149206313503018
Ruparel, N., Dhir, A., Tandon, A., Kaur, P. y Ul, J. (2020). The influence of online professional social media in human resource management: a systematic literature review. Technology in Society, 63, 101335. https://doi.org/10.1016/j.techsoc.2020.101335 DOI: https://doi.org/10.1016/j.techsoc.2020.101335
Sáinz-Peña, R. (Coord.). (2013). Identidad Digital: El nuevo usuario en el mundo digital. Fundación Telefónica.
Van-Iddekinge, C., Lanivich, S., Roth, P. y Junco, E. (2016). Social media for selection? Validity and adverse impact potential of a Facebook-based assessment. Journal of Management, 42(7), 1811-1835. https://doi.org/10.1177/0149206313515524 DOI: https://doi.org/10.1177/0149206313515524
Vroman, M., Stulz, K., Stulz, E. y Hart, C. (2015). Employer liability for using social media in hiring decisions. Journal Social Media for Organizations, 3(1), 1-12. http://www2.mitre.org/public/jsmo/pdfs/03-01-employer-liability.pdf
Williams, T. y Almand, A. (2014). The role of social media in hiring decisions. Journal of Information Systems Technology & Planning, 7(18), 53-74. https://goo.su/yaKSB