Recruiters increasingly cybervet job applicants by checking their social media profiles. Theory (i.e., the political affiliation model, PAM) and research show that during cybervetting, recruiters are exposed to job-unrelated information such as political affiliation, which might trigger similarity-attraction effects and bias hireability judgments. However, as the PAM was developed in a more polarized two-party political system, it is pivotal to test and refine the PAM in a multiparty context. Therefore, we asked working professionals from the United States (two-party context, N = 266) and Germany (multiparty context, N = 747) to rate an applicant's hireability after cybervetting a LinkedIn profile that was manipulated in a between-subjects design (party affiliation by individuating information). Key tenets of the PAM could be transferred to multiparty contexts: The political similarity-attraction effect predicted hireability judgments beyond job-related individuating information, especially regarding organizational citizenship behavior. In addition, in a multiparty context, these biasing effects of political similarity and liking were not attenuated. Yet, there were also differences: In a multiparty context, political similarity had to be operationalized in terms of political value similarity and recruiters' political interest emerged as a significant moderator of the effects. So, this study refines the PAM by showing in multiparty contexts the importance of (a) a values-based perspective (instead of a behavioral political affiliation perspective) and (b) political interest (instead of identification). Accordingly, we provide a more nuanced understanding of when political affiliation similarity contributes to perceived overall similarity in affecting liking and hireability judgments in cybervetting. (PsycInfo Database Record (c) 2024 APA, all rights reserved).