Big four LinkedIn dimensions: signals of soft skills?
Entity
UAM. Departamento de Psicología Social y MetodologíaPublisher
Colegio Oficial de la Psicología de MadridDate
2023-06-12Citation
10.5093/jwop2023a9
Journal of Work and Organizational Psychology 39.2 (2023): 75-88
ISSN
1576-5962DOI
10.5093/jwop2023a9Editor's Version
https://doi.org/10.5093/jwop2023a9Subjects
LinkedIn big four model; soft skills; signalling theory; recruitment and selection; PsicologíaRights
© 2023 Colegio Oficial de la Psicología de MadridEsta obra está bajo una licencia de Creative Commons Reconocimiento-NoComercial-SinObraDerivada 4.0 Internacional.
Abstract
The use of LinkedIn as a tool in the recruitment and selection process has become routine in human resource management. However, a major drawback of such an approach is the lack of systematic and rigorous inferences on the psychological characteristics of the candidates. Calls have been made by scholars for further research on the psychometric guarantee of LinkedIn as a tool in the selection process. This study adopts signalling theory as a framework for exploring how LinkedIn profile information signals a candidate’s soft skills. Using a sample of 169 ITC professionals, through a cross-sectional design, soft skills were measured by means of a self-report questionnaire and LinkedIn profiles were assessed using rubrics for measuring the LinkedIn Big Four. Our findings demonstrate that LinkedIn Big Four Breadth of Professional Experience and Social Capital are valid signals of leadership, communication, problem solving, entrepreneurial and commercial thinking, planning and organization, and teamwork. We discuss the practical and theoretical implications of our results
Files in this item
Google Scholar:Andrés García, José Carlos
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Aguado García, David
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García-Izquierdo, Antonio L.
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