Abstract
Organizations are increasingly relying on Internet searches and social networking websites to uncover detailed and private
information about job applicants. Such Internet screening techniques have the potential to provide additional information
beyond that found using traditional screening approaches. However, questions regarding the legality and appropriateness of
this practice, as well as issues regarding the standardization, reliability, and validity of the information obtained, need
to be addressed. The current work describes these issues associated with Internet screening and provides recommendations to
help ensure this practice is used appropriately in organizations. Suggestions for future research on Internet screening are
also discussed.
information about job applicants. Such Internet screening techniques have the potential to provide additional information
beyond that found using traditional screening approaches. However, questions regarding the legality and appropriateness of
this practice, as well as issues regarding the standardization, reliability, and validity of the information obtained, need
to be addressed. The current work describes these issues associated with Internet screening and provides recommendations to
help ensure this practice is used appropriately in organizations. Suggestions for future research on Internet screening are
also discussed.
- Content Type Journal Article
- Pages 1-21
- DOI 10.1007/s10672-011-9178-y
- Authors
- H. Kristl Davison, Department of Management, School of Business Administration, University of Mississippi, University, MS 38677-1848, USA
- Catherine C. Maraist, Valtera Corporation, Rolling Meadows, IL, USA
- R. H. Hamilton, University of Mississippi, University, MS, USA
- Mark N. Bing, University of Mississippi, University, MS, USA
- Journal Employee Responsibilities and Rights Journal
- Online ISSN 1573-3378
- Print ISSN 0892-7545