Predictors of fairness assessment for social media screening in employee selection

PURPOSE: The purpose of this paper is to analyze the factors that determine response potential candidates screening private (represented by Facebook) and professional (LinkedIn) social networking sites (SNS) for personnel selection purposes, in particular examine how SNS process perceived innovative candidates. METHODOLOGY: empirical data were obtained through an e-questionnaire survey among c. 150 young Polish Internet users 2021. Multiple linear regression with backward elimination was used predictors justice Facebook LinkedIn process. FINDINGS: results confirmed previous scientific findings cybervetting significantly lower than privacy invasiveness rated higher LinkedIn. indicated assumed influencing (i.e., invasiveness, personal innovativeness, self-image management, risk aversion, ability control a site’s information, above average performance self-assessment, general concern internet privacy, – case having account on LinkedIn) best predictor both (Facebook), site purposes. Also, candidate’s management affects types media as tools, whereas innovativeness increases acceptance (Facebook) scanning purpose. IMPLICATIONS: This study contributes body knowledge regarding ICT-based purposes particular. It expands about applicability content analysis users, especially also provides some practical recommendations help organizations apply way minimizes candidates’ perception their fairness perception. ORIGINALITY AND VALUE: first application scale sample advantageous terms comparability from different countries. We found activities focused creating one’s online image foster can diminish predictive validity type practices.