Published In
Industrial and Organizational Psychology
Document Type
Article
Publication Date
9-2022
Subjects
Psychology, Employees-Recruiting, Online personas, Personal branding
Abstract
Although we appreciate and agree with the conclusions that (Wilcox et al., 2022) come to in their review of the literature related to cybervetting, our intention in this response is to discuss the potential utility of cybervetting in a post-COVID world in which fully remote employment is much more prevalent. Specifically, we draw parallels to other contexts in which individuals interact completely remotely successfully and highlight how such arrangements can actually be beneficial —rather than detrimental—to employees with stigmatized identities or characteristics.
Rights
© The Author(s), 2022. Published by Cambridge University Press on behalf of the Society for Industrial and Organizational Psychology.
This is an Open Access article, distributed under the terms of the Creative Commons Attribution license (https://creativecommons.org/licenses/by/4.0/), which permits unrestricted re-use, distribution, and reproduction in any medium, provided the original work is properly cited.
Locate the Document
DOI
10.1017/iop.2022.48
Persistent Identifier
https://archives.pdx.edu/ds/psu/39211
Citation Details
Batirov, E., & Martinez, L. R. (2022). Avatar: The new employee? Creating online employment personas may benefit stigmatized employees. Industrial and Organizational Psychology, 15(3), 361-364.