The current discussion on the use of social networking sites (SNS) in personnel selection is mixed at best. The present research utilized participant\u27s Facebook profiles to determine if raters can correctly - and accurately evaluate work value dimensions as a measure of person-organization fit. Similar research was successful in capturing personality dimensions via SNS (Buffardi & Campbell, 2009). Additionally, the value dimensions of the current measure used -- the Organizational Culture Profile (OCP) (O\u27Reilly et al., 1991) has been correlated with aspects of personality. Rater participants (N=105). Every five raters were randomly assigned five profiles to rate, for a total of 525 ratings. Participant Facebook profiles were collected from Amazon Mechanical -Turk participants (N = 99). Profiles were rated using the 54 - item OCP. Impression management was assessed using Paulhaus, (1988) 40 - item measure of balanced inventory of desirable responding. Based on a principle components analysis the original OCP factor structure was unstable. A suitable factor structure of six dimensions based on Sarros et al., (2005) was used. Scale indices were created for every profile rated and agreement and interrater reliability calculated. A wide range of average ICC (2,k) indices emerged the majority of ratings failing to meet standardized ICC thresholds. rwg indices were also calculated and were sufficient acceptable. Correlations of rater accuracy were conducted and found little to no accuracy. Moderation analyses of impression management also fell short. Untrained raters do not appear to be able to accurately or reliably rate individual\u27s values via viewing their Facebook profiles. This has substantial implications for hiring managers --Abstract, page iii
