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

Abstract

Some organizations have begun to use social media during the talent acquisition process as a way to attract, recruit, and screen job applicants. Although this method may provide ease and allow decision-makers to gain additional information about candidates, it may also lead to negative biases, particularly against minority applicants. In this chapter we discuss why minorities may be at an increased risk for exclusion when social media is used in attraction and recruitment as well as why they may experience greater amounts of negative bias when social media are used in screening in selection processes. We offer recommendations regarding avoiding potential biases for organizations using or considering the use of social media in talent acquisition. Additionally, we discuss avenues for future research related to the manifestation of bias when using social media tools to attract, recruit, and select employees.