Who’s to Know?

Following from my previous post about methods for learning more about people encountered on the internet, The New York Times today features an article The Tell-All Generation Learns to Keep Things Off-line (Laura M. Holson; NYT 5-8:2010).
While participation in social networks is still strong, a survey released last month by the University of California, Berkeley, found that more than half the young adults questioned had become more concerned about privacy than they were five years ago — mirroring the number of people their parent’s age or older with that worry.
They are more diligent than older adults, however, in trying to protect themselves. In a new study to be released this month, the Pew Internet Project has found that people in their 20s exert more control over their digital reputations than older adults, more vigorously deleting unwanted posts and limiting information about themselves. “Social networking requires vigilance, not only in what you post, but what your friends post about you,” said Mary Madden, a senior research specialist who oversaw the study by Pew, which examines online behavior. “Now you are responsible for everything.”
One interesting question raised by the article–but not addressed–concerns how investigations into online ‘reputation,’ are framed by investigators.
In this article from Septmeber 2009, How HR Professionals Analyze Your Facebook Profile, author Damian Davila Rojas mentions a key finding from a Harris Interactive poll of HR professionals,
The findings were more likely to get candidates rejected than hired: 35% of HR professionals said social networking content had caused them to eliminate a candidate, while only 18% reported deciding to employ someone based on a profile.
There’s a graphic presented to represent the negative reasons for rejecting a job candidate based in their online data.
Of more interest to me is the positive graphic because it begs the question of how positive data is framed.
Here are the top three categories:
50% Got a good feel for the candidate’s personality, could see a good fit within the company culture
39% Job candidate’s background information supported their professional qualifications for the job
39% Job candidate’s site conveyed a professional image
Item #2 is the only element subject to neutral verification. Whereas item #1 begs the question about framing and instrumental approach, and, item #3 does the same while pointing in the direction of normative practices. Also, item #3, with respect to Facebook, can only mean a professional image within the limitations set by Facebook. This includes all the data from friends which flows into the person’s Facebook home page.
Hiring practices vary greatly. They can be very subjective and are subject to hidden cognitive biases. For example, the hunch is more a problem to be eliminated than a valuable instinct in this area.
Social media presents data about a person’s social network. This is not off limits to the hiring professional. Yet, this realm of data raises interesting questions.



