Twenty-fourth International Conference on Knowledge, Culture, and Change in Organizations

Abstract

The practice of cyber-vetting in social media recruitment has increased in recent times. This has resulted in growing concern in the mind of jobseekers about violation of private information and rising anxiety towards possible discrimination in hiring practices that can originate in the mind of the jobseekers due to lack of fairness involved in the cyber-vetting process. This might lead to a response mechanism that jobseekers may develop to counter the practice of cyber-vetting, known as cyber-faking. There may also be possibility of negative repercussions of cyber-vetting due to possibility of employers getting subjected to trolling / flaming by job-seekers. In this research study, a mixed-method research design is adopted to understand whether such concerns and perceptions genuinely exist among active and passive job-seekers and if so, whether such perception have any effect on certain reactions from the jobseekers such as their job-search self-efficacy and intention to troll potential employers. The study highlights the sensitive nature of data privacy and how firms should treat such opportunities with caution if they wish to avoid possible backlash from prospective candidates.