© 2016

Social Media in Employee Selection and Recruitment

Theory, Practice, and Current Challenges

  • Richard N Landers
  • Gordon B Schmidt

Table of contents

  1. Front Matter
    Pages i-xxvi
  2. Introduction

    1. Front Matter
      Pages 1-1
    2. Richard N. Landers, Gordon B. Schmidt
      Pages 3-11
  3. Current Applications

    1. Front Matter
      Pages 13-13
    2. H. Kristl Davison, Mark N. Bing, Donald H. Kluemper, Philip L. Roth
      Pages 15-42
    3. Julia L. Berger, Michael J. Zickar
      Pages 43-57
    4. Nathan Weidner, Kimberly E. O’Brien, Kevin T. Wynne
      Pages 79-101
    5. Andrew B. Collmus, Michael B. Armstrong, Richard N. Landers
      Pages 103-124
  4. Practical Guidelines

    1. Front Matter
      Pages 125-125
    2. Sarah Guilfoyle, Shawn M. Bergman, Christopher Hartwell, Jonathan Powers
      Pages 127-155
    3. Yalcin Acikgoz, Shawn M. Bergman
      Pages 175-195
    4. Stephanie L. Black, Montressa L. Washington, Gordon B. Schmidt
      Pages 197-219
  5. Challenges and Limitations

    1. Front Matter
      Pages 221-221
    2. Nicolas Roulin, Julia Levashina
      Pages 223-248
    3. Gordon B. Schmidt, Kimberly W. O’Connor
      Pages 265-287
    4. Enrica N. Ruggs, Sarah Singletary Walker, Anita Blanchard, Shahar Gur
      Pages 289-305
    5. Noelle B. Frantz, Elizabeth S. Pears, E. Daly Vaughn, Jared Z. Ferrell, Nikki M. Dudley
      Pages 307-339

About this book


This timely resource offers fresh research on companies’ use of social media platforms—from Twitter and Facebook to LinkedIn and other career sites—to find and hire personnel. Its balanced approach explains why and how social media are commonly used in both employee recruitment and selection, exploring relevant theoretical constructs and practical considerations about their appropriateness and validity. Contributors clarify a confusing cyberscape with recommendations and best practices, legal and ethical issues, pitfalls and problems, and possibilities for standardization. And the book’s insights on emerging and anticipated developments will keep the reader abreast of the field as it evolves.            


Included in the coverage:


·         Social media as a personnel selection and hiring resource: Reservations and recommendations.

·         Game-thinking within social media to recruit and select job candidates.

·         Social media, big data, and employment decisions.

·         The use of social media by BRIC nations during the selection process.

·         Legal concerns when considering social media data in selection.

·         Online exclusion: Biases that may arise when using social media in talent acquisition.

·         Is John Smith really John Smith? Misrepresentations and misattributions of candidates using social media and social networking sites.


Social Media in Employee Selection and Recruitment is a bedrock reference for industrial/organizational psychology and human resources academics currently or planning to conduct research in this area, as well as for academic libraries. Practitioners considering consulting social media as part of human resource planning or selection system design will find it a straight-talking guide to staying competitive.                                      


Facebook Glassdoor Google LinkedIn applicant reactions bias big data deception digital identity evidence gamification hiring impression management international recruitment reliability validity research screens selection social media

Editors and affiliations

  • Richard N Landers
    • 1
  • Gordon B Schmidt
    • 2
  1. 1.Dept of PsychologyOld Dominion UniversityNorfolkUSA
  2. 2.Fort WayneUSA

About the editors

Richard N. Landers, Ph.D., is an Assistant Professor of Industrial/Organizational Psychology at Old Dominion University. His research program focuses upon improving the use of Internet technologies in talent management, especially the measurement of knowledge, skills and abilities, the selection of employees using innovative technologies, and learning conducted via the Internet. Recent topics have included social media, gamification, unproctored Internet-based testing, mobile devices including smartphones and tablets, immersive 3D virtual environments and virtual reality, game-based learning, and game-based assessment. His research and writing has been featured in Forbes, Business Insider, Science News Daily, Popular Science, Maclean’s, and Chronicle of Higher Education, among others. He currently serves as Associate Editor of the International Journal of Gaming and Computer-Mediated Simulations as well as the editorial board of Technology, Knowledge and Learning. He was Old Dominion University’s 2014 and 2015 nominee for the State Council for Higher Education in Virginia Rising Star Outstanding Faculty Award. He is also author of statistics textbook, A Step-by-Step Introduction to Statistics for Business. Finally, he maintains a science-popularization blog spreading news about technology, business, and psychology.

Gordon B. Schmidt, Ph.D., is an Assistant Professor of Organizational Leadership & Supervision at Indiana University Purdue University Fort Wayne. He received his PhD in Organizational Psychology from Michigan State University in 2012. His primary research interests relate to how social media can significantly impact the worker-organization relationship. Recent work has looked at legal aspects of employment terminations due to worker social media behavior. He has also examined how social media can play a part in virtual leadership and virtual team behavior. He has an upcoming book chapter on how social media can be a medium for organizational politics. He is well connected with the field of I/O Psychology through social media, being a top 10 contributor on the I/O Psychologist social media site My.SIOP, a moderator of the I/O Psychology sub-reddit, and running a Twitter account devoted to disseminating knowledge on psychology, management, higher education, and technology.

Bibliographic information

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