LinkedIn “Big Four”: Job Performance Validation in the ICT Sector

Abstract

Information technology is dramatically changing society and work relations nowadays. Different ways of connecting through the Internet and the emergence of social networks have provided the means for individuals to contribute and share personal and professional information affecting the way of accessing the job market. In many cases this is in an unstructured mode, although professional websites often require that information is standardized. The quality of the data offered in professional web portals makes it possible to extract more information than in traditional methods (Zide, Elman, & Shahani-Denning, 2014), and additional aspects can be obtained, such as, for example, social capital (Reiners & Alexander, 2013). Moreover, as using these resources has a low cost (Nikolaou, 2014; Roth, Bobko, Van Iddekinge, & Thatcher, 2016), they are an element of great added value for personnel management in different organizational processes (Madia, 2011), such as recruitment, selection, or hiring. Therefore, companies that do not use social networks in their processes for contacting clients and potential employees are missing a huge opportunity. Specifically, the automated analysis of candidates' profiles to determine the adjustment to a position offers a significant efficiency gain in the process (Faliagka et al., 2014). However, it is true that today most organizations with implemented human resource policies use social networks to a greater or lesser extent. One of the most common uses is electronic recruitment, a form of external recruitment based h t t p s : / / j o u r n a l s. c o p m a d r i d. o rg / j wo p

Meta-analytic Examination of a Suppressor Effect on Subjective Well-Being and Job Performance Relationship

“…Therefore, overall SWB and its two components are valid predictors of performance ratings at work. The correlation is similar or even higher than the correlation found for other wellknown variables related to job performance, such as the Big Five personality dimensions, cognitive abilities, emotional intelligence, the situational judgment test, interviews, and in-basket tests (see, for instance, Aguado et al 2019;Alonso et al, 2015;Alonso et al, 2017;Herde et al, 2019;García-Izquierdo et al, 2012;García-Izquierdo et al, 2020;Joseph & Newman, 2010;Judge et al, 2013;Morillo et al, 2019;Moscoso et al, 2012;Moscoso & Salgado, 2001;Ones et al, 1993;Otero et al, 2020;Ryan & Derous, 2019;Salgado et al (2015), Salgado, 2017;Salgado & Lado, 2018;Salgado & Moscoso, 2019b;Salgado & Tauriz, 2014;Van Rooy & Viswesvaran, 2004;Whetzel et al, 2014). Moreover, as evidenced by 90% credibility values, overall SWB, cognitive SWB, and affective SWB generalize validity across samples, instruments, occupations, organizations, and countries.…”

Developing Biodata for Public Manager Selection Purposes: A Comparison between Fuzzy Logic and Traditional Methods

“…Biodata are also easy to collect through application forms or résumés (Furnham, 2017), and it seems that applicants are not prone to fake their responses (e.g., Hough et al, 1990) when are asked to elaborate on them (Schmitt et al, 2003) and when such information can be verified (Harold et al, 2006). In addition, given the globalized use and dissemination of recruitment and selection social networks, such as LinkedIn (e.g., Aguado et al, 2019), there is an increasing need to conceptualize strong biodata that provides a basis for enhancing and facilitating personnel decision-making.…”

Criterion Validity of Cognitive Reflection for Predicting Job Performance and Training Proficiency: A Meta-Analysis

“…The first unique contribution has been to show that the CR predicts both job performance and training proficiency. The magnitude of the true correlations is similar or even higher than other widely used predictors of these two criteria, such as personality dimensions, emotional intelligence, specific cognitive abilities, work sample tests, assessment centers, situational and judgment tests, biodata, and social network websites (for instance, Barrick and Mount, 1991;Ones et al, 1993Ones et al, , 2012Salgado, 1997Salgado, , 2017Van Rooy and Viswesvaran, 2004;Joseph and Newman, 2010;Judge et al, 2013;Salgado and Tauriz, 2014;Whetzel et al, 2014;Alonso et al, 2015;Salgado and Lado, 2018;Aguado et al, 2019;Herde et al, 2019;Morillo et al, 2019;Ryan and Derous, 2019;García-Izquierdo et al, 2020;Golubovich et al, 2020;Otero et al, 2020).…”