Applicant Reactions to Social Media in Selection: Early Returns and Future Directions

The current chapter focuses on the effect of social networking websites (SNS) on applicant reactions to selection procedures. Accordingly, the theoretical framework for evaluating the fairness of selection procedures and subsequent applicant reactions for social media use in selection was introduced by Stoughton et al. (J. Bus. Psychol. 30(1):73–78, 2015) are reviewed. The model proposed by Stoughton et al. (J. Bus. Psychol. 30(1):73–78, 2015) builds off the dominant model in the field, the Gilliland (Acad. Manage. Rev. 18(4):694–734, 1993) organizational justice model, and attention is paid to the theoretical underpinnings of the Gilliland (Acad. Manage. Rev. 18(4):694–734, 1993)) model and the evolution of that model into the more recently introduced Stoughton et al. (J. Bus. Psychol. 30(1):73–78, 2015) model. I then discuss the research on the topic to date, which has slowly moved from strictly conference papers and calls for research to peer-reviewed journals with wider dissemination. Key takeaways from this research are surfaced as well as significant findings that help organize recommendations for practitioners. Finally, I discuss proposed future directions for research on the use of social media in selection with a focus on both SNS designed for the workplace and those like Facebook, which were not designed with employer review in mind.