Linking in With Recruiters: How Does LinkedIn Profile Information Impact Ratings of Potential Applicants?
DOI:
https://doi.org/10.33423/jop.v24i4.7403Keywords:
organizational psychology, LinkedIn, job-hopping, bias, recruitment, selectionAbstract
Two studies were conducted manipulating LinkedIn applicant profiles to examine job-hopping bias. The LinkedIn member was shown to be 1) a job-hopper or not, 2) Black or White, and 3) male or female. Hiring professionals rated the applicant profiles on several dimensions. In Study 1 (N = 200), there was no effect of race or gender, but job-hoppers were rated as less qualified and committed to the organization and less likely to be hired. In Study 2 (N = 231), job-hoppers were additionally found to be less trustworthy and there was a significant interaction of race and job-hopper status.
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