You Cheered for Your Favorite Teams: Does it Get You Hired or Penalized?.

The proliferation of personal data on social media affords hiring managers great opportunities to gather various information about job applicants, resulting in the popularization of social media assessments. Hiring managers inevitably come across nondiagnostic information that is of little diagnostic value for their evaluation of job applicants during the process. In this study, we examine how nondiagnostic information job applicants' social media impacts hiring managers' assessments of them. Drawing upon dilution effects literature and stereotypical fit theory, we hypothesize that viewing nondiagnostic information would dilute stereotype-based evaluation of job applicants, and such dilution effects would be more pronounced if nondiagnostic information is pseudorelevant and presented on professional social media rather than personal. This study would contribute to the IS and management literature by suggesting the role of nondiagnostic information in social media assessments. [ABSTRACT FROM AUTHOR]