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24 Emp. Resp. & Rts. J. 1 (2012)

handle is hein.journals/emprrj24 and id is 1 raw text is: Employ Respons Rights J (2012) 24:1-21 DOI 10.1007/s10672-011-9178-y To Screen or Not to Screen? Using the Internet for Selection Decisions H. Kristl Davison - Catherine C. Maraist- R. H. Hamilton - Mark N. Bing Published online: 14 July 2011 0 Springer Science+Business Media, LLC 2011 Abstract Organizations are increasingly relying on Internet searches and social networking websites to uncover detailed and private information about job applicants. Such Internet screening techniques have the potential to provide additional information beyond that found using traditional screening approaches. However, questions regarding the legality and appropriateness of this practice, as well as issues regarding the standardization, reliability, and validity of the information obtained, need to be addressed. The current work describes these issues associated with Internet screening and provides recommendations to help ensure this practice is used appropriately in organizations. Suggestions for future research on Internet screening are also discussed. Key words Internet screening - Social networking websites - Personnel selection- Discrimination - Privacy What happens in MySpace stays in MySpace. -Anonymous An employer turns down a 20-year-old college student for a job as a camp counselor after viewing her Facebook page, where she boasts about binge drinking with underage H. K. Davison (E) Department of Management, School of Business Administration, University of Mississippi, University, MS 38677-1848, USA C. C. Maraist Valtera Corporation, Rolling Meadows, IL, USA e-mail: cmaraist@valtera.com R. H. Hamilton - M. N. Bing University of Mississippi, University, MS, USA R. H. Hamilton e-mail: bhamilton@bus.olemiss.edu M. N. Bing e-mail: mbing@bus.olemiss.edu 4_ Springer

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