COULD SOCIAL MEDIA BACKGROUND CHECKS DISCOURAGE QUALIFIED JOB APPLICANTS?

Abstract

Social media platforms have consistently increased in popularity over the years. While many established workers from a variety of organizational levels may have or maintain a social media presence, many of those entering the workforce have spent much of their lives on social media. As professionals from this generation enter the workforce, employers might have to reconsider company policies in terms of social media usage and background checks in order to stay competitive and attract top talent. This study explores participants’ attitudes toward social media background check procedures and the notion that social media background checks will significantly influence applicants’ perception of and their interest in working for the organization. The study also examines these factors and how they relate to the amount of social media usage. The results indicated that organizations that conduct “invasive” social media screenings (i.e. requesting social media logins and passwords) could potentially experience negative applicant reactions, decreased organizational attractiveness, and consequently discourage qualified job applicants. These results, however, should be interpreted within the context of the quasi-experimental design.