Organizations need to develop and implement clearly defined rules regarding how they use online information about job candidates, according to a paper published in Industrial and Organizational Psychology.
"Companies seem to assume that cybervetting offers some sort of advantage to their hiring process," says Annika Wilcox, an author of the paper and a researcher at the University of Central Florida. "Our analysis . . . finds that these presumed benefits are unclear — and it is increasingly apparent that cybervetting creates opportunities for biases to influence the hiring process."
Organizations that use cybervetting should develop guidance to reduce the risk of cybervetting being used in a way that introduces bias, says Steve McDonald, co-author and a professor at North Carolina State University. "There needs to be a systematic, rigorous, informed process in place, with clearly defined goals." Few organizations have this guidance in place, he says.
From North Carolina State University
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