Tales from the Frontiers of Talent Management Science: Part 1 of 4– Social Media as a form of selection, Performance management effectiveness
Members of the Cloud Customer Insights & Alignment team attended the Society for Industrial/Organizational Psychologists (SIOP) annual conference in May. This conference brings together top researchers and practitioners from all over the world to share cutting-edge findings and best practices in the world of talent management. This blog series provides a quick summary of some of the interesting things we learned.
Using Social Media to Evaluate Job Candidates: It might work, but it might be illegal
Social media accounts may predict some job-related characteristics, but their use in selection and hiring may have unanticipated negative effects. Many hiring managers have formally or informally searched social media accounts for candidate profiles, using this method to screen people in the hiring process. Recent research suggests that social media accounts do predict certain personality traits, such as conscientiousness, that relate to job performance. However, hiring managers should use extreme caution when leveraging social media accounts to make selection decisions– use of these screening methods can be perceived as unfair, particularly when the medium is not considered to be job-related (i.e., Facebook), and these methods may contain some degree of adverse impact that is not yet fully understood. (based on: “Social Media in Selection: Validity, Applicant Reactions, and Legality”, a symposium submitted by Dr. Richard N. Landers, Old Dominion University)
Performance Management Effectiveness
How you communicate a performance management process may be as important as the process itself. A study looking at performance management practices across 75 organizations suggests that companies that clearly communicate the objectives of their performance management process and clarify how performance management data will be used are far more successful in driving business outcomes. In fact, they may be even more successful than well-designed but poorly explained processes. Lesson learned: make sure your employees know exactly what performance management processes are and how data from those processes are going to be used. (based on: “Performance Management Practices and Organizational Performance: System Reactions as Moderators”, a poster submitted by Dr. C Allen Gorman, East Tennessee State University)