Communications of the ACM
Companies Look at Wrong Things When Using Facebook For Hiring
New research suggests that companies may be looking at the wrong things when viewing social media profiles to screen job candidates.
Credit: North Carolina State University
Employers are increasingly using Facebook to screen job applicants and weed out candidates they think have undesirable traits. But a new study from North Carolina State University shows that those companies may have a fundamental misunderstanding of online behavior and, as a result, may be eliminating desirable job candidates.
Researchers tested 175 study participants to measure the personality traits that companies look for in job candidates, including conscientiousness, agreeableness, and extraversion. The participants were then surveyed on their Facebook behavior, allowing researchers to see which Facebook behaviors were linked to specific personality traits.
The results would likely surprise many corporate human resources officials.
"Companies often scan a job applicant's Facebook profile to see whether there is evidence of drug or alcohol use, believing that such behavior means the applicant is not 'conscientious,' or responsible and self-disciplined," says Lori Foster Thompson, a professor of psychology at NC State and co-author of "Big Five Personality Traits Reflected in Job Applicants' Social Media Postings," a paper describing the study, published online in Cyberpsychology, Behavior and Social Networking. However, the researchers found that there is no significant correlation between conscientiousness and an individual's willingness to post content on Facebook about alcohol or drug use.
"This means companies are eliminating some conscientious job applicants based on erroneous assumptions regarding what social media behavior tells us about the applicants," says Will Stoughton, a Ph.D. student at NC State and lead author of the paper. The paper was co-authored by Adam Meade, an associate professor of psychology at NC State.
And companies that are looking for extroverts — such as those hiring for sales or marketing positions — may be doing themselves an even worse disservice. The study found that extroverts were significantly more likely to post about drugs or alcohol on Facebook. So companies weeding out those applicants are likely to significantly limit the pool of job candidates who are extroverts.
However, the researchers did find one online indicator strongly correlated to the personality traits that employers look for. Study participants who rated high on both agreeableness and conscientiousness were also very unlikely to "badmouth" or insult other people on Facebook.
"If employers plan to keep using social media to screen job applicants, this study indicates they may want to focus on eliminating candidates who badmouth others — not necessarily those who post about drinking beer," Stoughton says.
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