The Hunt for Red Flags cybervetting as morally performative practice

Abstract

• Cybervetting: Process of screening job candidates via internet searches and social media profiles.

• Study Context: Based on interviews with 61 HR professionals.

• Purpose: To minimize hiring risks and maximize organizational fit by evaluating candidates' moral character.

• Concerns: Privacy, bias, and fairness in cybervetting practices.

Introduction

• Impact of the Internet: Revolutionized job searching through online job boards and social media.

• Emergence of Cybervetting: Defined as performing supplemental background checks by reviewing candidates' online presence.

• Statistics: 43%-70% of US organizations conduct some form of cybervetting.

• Legal Landscape: Few laws exist to regulate cybervetting practices.

Methodology

• Interviews: 61 HR professionals from various organizations in the southeastern USA.

• Data Collection: Semi-structured interviews and observations of HR events.

• Analysis Approach: Grounded theory and thematic coding for data interpretation.

Key Findings

HR Practices and Cybervetting

• HR professionals actively use cybervetting to assess candidates' suitability and moral character.

• Types of Content Searched: Photos, social media posts, resumes—focused on fit with organizational culture.

• Concerns: Misinterpretation of red flags (e.g., party photos) can affect character evaluations.

Red Flags vs. Professionalism

• Red Flags: Indications of negative traits such as immaturity or lewdness found in online content.

• Professionalism: Absence of red flags is viewed favorably, reflecting a candidate's maturity and value alignment with the organization.

Organizational Variation

• Differences in cybervetting practices arise from organizational contexts (e.g., for-profit vs. non-profit).

• Public structures tend to impose restrictions on cybervetting practices.

• Limited organizational policies on cybervetting contribute to varied practices.

Challenges in Cybervetting

• Ethical dilemmas arise over potential biases in evaluating candidates based on online profiles.

• Concerns regarding privacy and discrimination in hiring practices.

Conclusion

• Cybervetting reflects a shift in how moral character is evaluated in hiring, emphasizing the importance of digital self-presentation.

• The practice potentially reinforces discriminatory outcomes and raises questions about the ethics surrounding the assessment of candidates based on their online identities.