Interpersonal Communication- A Mindful Approach to Relationships, 2020a

her/him/themselves occupied (e.g., because it’s fun, because it’s convenient, communicate easily). In this
study, Punyanunt-Carter, De La Cruz, and Wrench found that individuals with high levels of Snapchat
CA were more likely to use Snapchat for functional purposes than for entertainment purposes.
In a second study conducted by Punyanunt-Carter, De La Cruz, and Wrench, the researchers set out
to examine social media CA in relation to introversion, social media use, and social media addiction. 20
In this study, the researchers found that social media CA was positively related to introversion, which is
in line with previous research examining CA and introversion. Furthermore, introversion was negatively
related to social media use, but social media CA was not related to social media use. Lastly, both social
media CA and introversion were negatively related to social media addiction. Overall, this shows that
individuals with social media CA are just not as likely to use social media, so they’re less likely to become
addicted to it.
So, what does all of this tell us? From our analysis of CA and CMC, we’ve come to understand that
people with high levels of CA tend to function better in a CMC environment than in a FtF one, they’re
still less likely to engage in CMC as compared to those people with low levels of CMCA. People with low
levels of CMCA just see CMC as another platform for communication.
In the 21st Century, so much of what we do involves interacting with people online. How we present
ourselves to others through our online persona () is very important. How we
communicate via social media and how professional our online persona is can be a determining factor in
getting a job.
It’s important to understand that in today’s world, anything you put online can be found by someone
else. According to the 2018 CareerBuilder.com social recruiting survey, a survey of more than 1,000
hiring managers, 70% admit to screening potential employees using social media, and 66% use search
engines to look up potential employees. 21 In fact, having an online persona can be very beneficial. Fortyseven
percent of hiring managers admit to not calling a potential employee when the employee does not
have an online presence. You may be wondering what employers are looking for when they check out
potential employees online. The main things employers look for are information to support someone’s
qualifications (58%), whether or not an individual has a professional online persona (50%), to see what
others say about the potential candidate (34%), and information that could lead a hiring manager to
decide not to hire someone (22%). 22 According to CareerBuilder.com, here are the common reasons
someone doesn’t get a job because of her/his/their online presence:
• Job candidate posted provocative or inappropriate photographs, videos or information: 40 percent
• Job candidate posted information about their alcohol of drug use: 36 percent
• Job candidate made discriminatory comments related to race, gender, religion, etc.: 31 percent
• Job candidate was linked to criminal behavior: 30 percent
• Job candidate lied about qualifications: 27 percent
• Job candidate had poor communication skills: 27 percent
• Job candidate bad-mouthed their previous company or fellow employee: 25 percent
• Job candidate’s screen name was unprofessional: 22 percent
• Job candidate shared confidential information from previous employers: 20 percent
• Job candidate lied about an absence: 16 percent
• Job candidate posted too frequently: 12 percent 23
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Interpersonal Communication