Exploring Social Media Hiring: A Qualitative Inquiry Into Cybervetting, Procedural Fairness, and Network‐Based Recruitment

ABSTRACT Social media and its impact on business functions, especially on recruitment and candidate selection, have received significant attention from researchers and practitioners. As it becomes increasingly important to organizations, this paper examines how the hiring process through social media platforms (SMPs) operates. To conduct the study, data were collected from HR professionals of different industries through in‐depth semi‐structured interviews. A total of 23 professionals from Indian organizations were interviewed, who provided insights into the use of social media in their organizations' hiring processes. Major dimensions identified using the Gioia methodology included ethical boundary management in cybervetting, trust and legitimacy building, and social capital and reputation building. It was found that the choice of platform depended on the nature of the job role and job hierarchy. Organizations maintain boundaries on what to access and what not to access in candidates' SMPs through standard processes and documentation, despite the absence of regulations. Several practical implications were discussed. Organizations shall be careful in their screening processes, taking into account the culture, and maintain trust and fairness. Job seekers should be careful while posting on social media and optimize their profiles with relevant keywords. Finally, the government shall take measures to improve data literacy and design specific screening laws.