Industrial and Organizational Psychology
Psychology, Employees-Recruiting, Online personas, Personal branding
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.
© 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.
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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.