Cyber vetting and Online Personnel Selection in the Greek Marketing Sector

As the perceived availability and credibility of conventional sources is increasing by the visibility and scarcity of online information sources, employers use online information to evaluate job candidates during personnel selection. This qualitative study investigates employers’ sense making about cyber vetting. It also reports how employers use and communicatively frame cyber vetting to inform fit assessments. In-depth interviews of eight employers and marketing managers operating in the marketing industry of Greece indicate an important shift in the contemporary social contract, resulting therefore in changes in peoples’ perceptions, understandings and uses about personnel selection and employability and what constitutes a “good fit”. Specifically, research findings indicate that employers legitimize the practice of cyber vetting on the basis of efficiency, reputation and risk management and transparency. The new expectations emerging regarding cyber vetting and online screening extend employment surveillance beyond conventional work roles and contexts, and thereof moving it towards the individual. Research recommendations and contributions include introducing and clarifying the new digital social contract on employability, presenting the new transparency expectations to both employers and employees, as well as suggesting practical, ethical, and communicative implications to address the issue.