Technology’s Impact on Personnel Psychology
Social networking and credit cards/checks are contemporary technologies that influence personnel psychology in future employment selection methods. Recently, employers have turned to social media platforms seeking more information about prospective employees. Employers are also accessing the employees’ credit card information to analyze their financial records. The usage of these technologies has both pros and cons.
Benefits of using social networking
The use of social media platforms helps employers to assess their prospective employees’ personalities, intelligence, and global performance (Kluemper, 2009). Previously, employers have only focused on self-reported personality assessment, which is lesser accurate than the ones they get from social networking websites (SNWs). It has also enabled employers to measure the intelligence of their prospective employees. Intelligence is analyzed through the individual’s performance at school, work, and the available biographical data. Finally, employers have assessed the individual’s global performance where information relating to their skills, abilities, job experiences is analyzed.
Misuse of using social networking
Many challenges face the use of SNWs by employers as it’s prone to misuse. Equal Employment Opportunity Commission regulates the amount of personal data that employers should access about their employees. However, the SNWs allow the employers to access information about marital status, sexual preference, and race which exposes employees to discrimination. Employers are also likely to find irrelevant data that wouldn’t help them assess an employee. SNWs are also prone to faking; when employees realize the importance of the content in their social media platforms to future employers, they give fake information.
Benefits and misuse of using credit cards/checks
The use of credit card information is beneficial as employers can assess prospective employees’ integrity. Employee’s conscientiousness and responsibility can be also be measured (Nielsen, 2009). It also offers caution to banks looking for employees as individuals with severe financial problems can be prone to theft. However, credit checks are misused by employers as they significantly discriminate against individuals with bankruptcy, despite prohibition by the federal law. The use of credit cards is also questionable in job-relatedness, the accuracy of the information, and privacy intrusion.
Preparation measures by professionals
According to Jain (2014), professionals working in personnel psychology should prepare themselves by creating flexible online forms that will enable individuals to explain themselves better when recruiting employees during the recruiting process. They should also ensure effective communication through online platforms. With technology, professionals should also learn how to analyze employee’s performance by use of the software. Employees’ confidential data should also be protected from unauthorized access. These measures will enable personnel processes to remain valid, reliable, fair, and cost-effective.
Jain, V. K. (2014). Impact of Technology on HR Practices. International Journal of Informative & Futuristic Research, 1(10), 25-37.
Kluemper, D. H., & Rosen, P. A. (2009). Future employment selection methods: evaluating social networking web sites. Journal of managerial Psychology.
Nielsen, M. L., & Kuhn, K. M. (2009). Late payments and leery applicants: Credit checks as a selection test. Employee Responsibilities and Rights Journal, 21(2), 115-130.
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