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ABSTRACT
Personal information available on networking websites such as and Facebook© and LinkedIn© is being used more frequently in the workplace. This study examined the effect of alternative sources of information (i.e., information beyond that provided on a formal resume) on applicant evaluations and selection decision making. Alternative information was provided in a format similar to that utilized on social networking websites. Specifically, information was provided about job candidates' alcohol consumption and gambling habits, information not typically found on resumes. It was hypothesized that evaluations of job candidates would be negatively influenced by the provision of negative information through a non resume source. The results indicated that alcohol consumption negatively affected evaluations of job candidates in five areas (likelihood of extending an interview invitation, assessment of qualifications, recommendation for hire, expected work performance, and expected work tenure). Gambling was found to negatively affect evaluations of job candidates in one area (expected work tenure), and the interaction between alcohol consumption and gambling was found to negatively affect evaluations of job candidates in three areas (assessment of qualifications, recommendation for hire, and expected work tenure). Consistent with the hypothesis, it appears that exposure to negative information through a non resume source negatively affected evaluations of job candidates.
Key Words: Employee Selection, Employee Discrimination, Gambling, Social Networking
Introduction
Personal information increasingly available on networking websites such as Facebook© and LinkedIn© is being accessed more frequently in the workplace. Reports suggest employers are using this information for unintended (at least by applicants and employees) purposes such as selection and promotion decisions. The media have reported several cases of individuals losing jobs or not being hired due to information self-reported and posted on personal web pages (Finder, 2006; Mallory, 2007). The argument can be made that information available on the Internet should not be used for personnel decisions because much of it is proscribed for such purposes by Federal and State law (e.g., age, gender, religion, race, etc.). Further, the accuracy and validity of information found on personal web pages and Google© information searches is of unknown quality and may be impossible to verify. It is technically feasible to create false web pages as personal attacks and practical jokes. In addition, online information searches can be misleading and...