Exploring the relationship between LinkedIn and perceived hireability by employers
Publisher
University of Tennessee at Chattanooga
Place of Publication
Chattanooga (Tenn.)
Abstract
The use of social networking sites as a screening tool in the hiring process has grown significantly in the past decade (Brown & Vaughn, 2011). Many hiring managers and recruiters have found this to be both a practical and cost-efficient way to learn more about an applicant and whether he or she might be a good fit for the organization. LinkedIn has become one of the most commonly used social networking sites in the hiring process (Sheperd, 2013). However, there has not been sufficient research surrounding its use, and many recruiters do not disclose how exactly they incorporate an applicant’s presence on LinkedIn into their hiring decision. The objective of this study is to clarify the extent to which recruiters perceive an applicant’s hireability based on the amount of information provided on an applicant’s LinkedIn profile. We have recruited approximately 175 hiring managers to serve as participants in this study. Each hiring manager will evaluate the hireability of our model job applicant based on the applicant’s resume and usage of LinkedIn. To evaluate the influence of LinkedIn, we will establish three separate conditions: 1) a high-frequency use LinkedIn profile, 2) a low-frequency use LinkedIn profile, and 3) no LinkedIn profile. Based on evaluations submitted by the hiring managers, we aim to better understand the relationship between LinkedIn and perceived hireability of applicants by employers.
Date
10-22-2016
Subject
Industrial and organizational psychology
Document Type
posters
Language
English
Rights
http://rightsstatements.org/vocab/InC/1.0/
Exploring the relationship between LinkedIn and perceived hireability by employers
The use of social networking sites as a screening tool in the hiring process has grown significantly in the past decade (Brown & Vaughn, 2011). Many hiring managers and recruiters have found this to be both a practical and cost-efficient way to learn more about an applicant and whether he or she might be a good fit for the organization. LinkedIn has become one of the most commonly used social networking sites in the hiring process (Sheperd, 2013). However, there has not been sufficient research surrounding its use, and many recruiters do not disclose how exactly they incorporate an applicant’s presence on LinkedIn into their hiring decision. The objective of this study is to clarify the extent to which recruiters perceive an applicant’s hireability based on the amount of information provided on an applicant’s LinkedIn profile. We have recruited approximately 175 hiring managers to serve as participants in this study. Each hiring manager will evaluate the hireability of our model job applicant based on the applicant’s resume and usage of LinkedIn. To evaluate the influence of LinkedIn, we will establish three separate conditions: 1) a high-frequency use LinkedIn profile, 2) a low-frequency use LinkedIn profile, and 3) no LinkedIn profile. Based on evaluations submitted by the hiring managers, we aim to better understand the relationship between LinkedIn and perceived hireability of applicants by employers.
Department
University of Tennessee at Chattanooga. Dept. of Psychology