Abstract
Social media assessments (SMAs) are becoming a common practice during the hiring process, but little research existing that examines how to best structure SMAs. Drawing from Campion et al.’s (1997) components of interview structure and including additional components specific to the SMA procedure, a framework of eight components of SMA structure that should be considered when conducting SMAs in research and/or practice has been developed. Those components include (1) job-related specificity, (2) procedural consistency, (3) measurements used, (4) documentation, (5) assessor training, (6) separate rater(s) than decision maker(s), (7) informed consent, and (8) notification of results. We define each of these components, and outline how they can be measured in terms of three levels of structure: low, medium, and high. It is often assumed that SMAs are not consistently applied in practice and that there is little structure inherent in the process, but no research to date has tested this assumption. A content analysis was performed which examined nine academic studies and rated them in terms of the eight components on the low, medium, and high scale. Results indicated thatSMAs used in hiring are generally low in structure, which indicates a great deal of opportunity for improving the validity and reliability SMA by adding more structure to the procedure.
Recommended Citation
Harrison, Jake and Hartwell, Christopher
(2020)
"Structuring the Social Media Assessment During the Hiring Process,"
Curiosity: Vol. 1:
Iss.
1, Article 1.
DOI: https://doi.org/10.59620/2993-3323.1004
Available at:
https://digitalcommons.usu.edu/curiosity/vol1/iss1/1