Pros and Cons of Cyber Vetting in Recruitment and Selection Process

Running head: MANAGEMENT
MANAGEMENT
Name of the student
Name of the university
Author note

1MANAGEMENT
Table of contents
Introduction......................................................................................................................................2
Discussion........................................................................................................................................2
Conclusion.......................................................................................................................................4
Reference list...................................................................................................................................6

2MANAGEMENT
Introduction
Cyber vetting is being considered as the process, which has become highly popular
among the organizations for understanding the potentiality and online presence of people
(Holland & Jeske, 2017). In another word, it can be said that cyber vetting is the process in
which the internet reputation of a person can be identified. The purpose of this study is to
highlight the pros and cons of cyber vetting based on its uses in recruitment process. By
continuing this the study has also discussed about the psychological contract related to the
situation.
Discussion
Vetting the job application is being considered as one of the important elements in HR
decision making process (Jeske & Shultz, 2019). In today’s society, internet has become the
most tempting avenue for the applicant. Based on cyber vetting the first impression of the
particular person can be made. It cannot be denied that vetting employees’ based on the
traditional background checking process can play an important role for minimizing the risk. It is
true that it also prevents the unknowingly hiring process. However in case of nontraditional
vetting practices, cyber profiles are being developed by the candidates. With increasing amount
of cyber uses, people spend huge time with the internet (Rubin, Chen & Conroy, 2015). People
spend long time in different social networking cites. Facebook, twitter, LinkedIn and many
others apps rerecord the information regarding the activities of individuals. Based on thee social
media activities and provided information, the basic overview regarding the behavioral
characteristics as well as cultural attitudes of individuals can be analyzed. Based on the contents,
which have been shared by the people, a human resource manager can get the overview of the
behavioral characteristics of the candidates, which can help the human resource manager to