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

  1. David Aguado
  2. José C. Andrés
  3. Antonio L. García-Izquierdo 1
  4. Jesús Rodríguez
  1. 1 Universidad de Oviedo
    info

    Universidad de Oviedo

    Oviedo, España

    ROR https://ror.org/006gksa02

Zeitschrift:
Revista de psicología del trabajo y de las organizaciones = Journal of work and organizational psychology

ISSN: 1576-5962

Datum der Publikation: 2019

Ausgabe: 35

Nummer: 2

Seiten: 53-64

Art: Artikel

DOI: 10.5093/JWOP2019A7 DIALNET GOOGLE SCHOLAR lock_openOpen Access editor

Andere Publikationen in: Revista de psicología del trabajo y de las organizaciones = Journal of work and organizational psychology

Ziele für nachhaltige Entwicklung

Zusammenfassung

Las redes sociales, y especialmente la plataforma LinkedIn, están convirtiendo la función de reclutamiento y selección de personal en un proceso cada vez más unificado. Además de como herramienta de reclutamiento, los profesionales utilizan esta plataforma para hacer inferencias de evaluación sobre las características individuales de los candidatos, aunque la mayoría de las investigaciones han dejado de lado el análisis de su validez para la toma de decisiones en el entorno laboral. En nuestra investigación hemos estudiado los perfiles profesionales en LinkedIn de trabajadores del sector de las tecnologías de la información y la comunicación (N = 615), y su validez orientada a criterios de desempeño laboral. Los resultados muestran cuatro factores principales que subyacen a los perfiles de LinkedIn: experiencia profesional, capital social, actualización de conocimientos e información complementaria. Estos factores están significativamente relacionados con la productividad, el absentismo y el potencial de desarrollo profesional. Estos hallazgos se discuten a la luz de sus implicaciones teóricas y prácticas.

Bibliographische Referenzen

  • Accenture Strategy. (2016). La economía digital, multiplicadora del crecimiento económico. Retrieved from https://www.accenture.com/ es-es/insight-digital-economy-growth
  • Aguado, D., Rico, R., Rubio, V. J., & Fernández, L. (2016). Applicant reactions to social network web use in personnel selection and assessment. Revista de Psicología del Trabajo y de las Organizaciones, 32, 183-190. https://doi.org/10.1016/j.rpto.2016.09.001
  • Allworth, E. & Hesketh, B (2000). Job requirements biodata as a predictor of performance in customer service roles. International Journal of Selection and Assessment, 8, 137-147. https://doi.org/10.1111/14682389.00142
  • Anderson, N., Salgado, J. F., & Hülsheger, U. R. (2010). Applicant reactions in selection: Comprehensive meta-analysis into reaction generalization versus situational specificity. International Journal of Selection and Assessment, 18, 291-304. https://doi.org/10.1111/j.14682389.2010.00512.x
  • Arvey, R. D., & Murphy, K. R. (1998). Performance evaluation in work settings. Annual Review of Psychology, 49, 141-168. https://doi. org/10.1146/annurev.psych.49.1.141
  • Back, M. D., Stopfer, J. M., Varize, S., Gaddis, S., Schmuckle, S. C., Egolff, B., & Goslin, S. D. (2010). Facebook profiles reflects actual personality, not self-idealization. Psychological Science, 21, 372-374.
  • Bangerter, A., Roulin, N., & König, C. J. (2012). Personnel selection as a signaling game. Journal of Applied Psychology, 97, 719-738. https:// doi.org/10.1037/a0026078
  • Barbour, R. (2008). Doing focus groups. Thousand Oaks, CA: Sage. Becton, J. B., Matthews, M. C., Hartley, D. L., & Whitaker, D. H. (2009). Using biodata to predict turnover, organizational commitment, and job performance in healthcare. International Journal of Selection and Assessment, 17, 189-202. https://doi.org/10.1111/j.14682389.2009.00462.x
  • Black, D. A., Makar, H. R., Sanders, S. G., & Taylor, L. J. (2003). The earnings effects of sexual orientation. ILR Review, 56, 449-469. https://doi. org/10.2307/3590918
  • Blandford, J. M. (2003). The nexus of sexual orientation and gender in the determination of earnings. ILR Review, 56, 622-642. https://doi. org10.1177/001979390305600405
  • Bobko, P., & Roth, P. L. (2013). Reviewing, categorizing, and analyzing the literature on Black–White mean differences for predictors of job performance: Verifying some perceptions and updating/correcting others. Personnel Psychology, 66, 91-126. https://doi.org/10.1111/peps.12007
  • Bohnert, D., & Ross, W. H. (2010). The influence of social networking web sites on the evaluation of job candidates. Cyberpsychology, Behavior, and Social Networking, 13, 341-347. https://doi.org/10.1089/ cyber.2009.0193
  • Boyd, D. M., & Ellison, N. B. (2008). Social network sites: Definition, history, and scholarship. Journal of Computer-Mediated Communication, 13, 210-230. https://doi.org/10.1111/j.1083-6101.2007.00393.x
  • Brown, V. R., & Vaughn, E. D. (2011). The writing on the (Facebook) wall: The use of social networking sites in hiring decisions. Journal of Business and psychology, 26, 219-225. https://doi.org/10.1007/s10869011-9221-x
  • Bullhorn Reach. (2014). Global social recruiting activity report. Retrieved from http://www.bullhorn.com/resources/2014-social-recruiting-activity-report/
  • Caers, R., & Castelyns, V. (2011). LinkedIn and Facebook in Belgium: The influences and biases of social network sites in recruitment and selection procedures. Social Science Computer Review, 29, 437-448. https://doi.org/10.1177/0894439310386567
  • Campbell, J. P. (1990). Modeling the performance prediction problem in industrial and organizational psychology. In M. D. Dunnette & L. M. Hough (Eds.), Handbook of industrial and organizational psychology (2nd ed.) (Vol. 1, pp. 687-732). Palo Alto, CA: Consulting Psychologists Press.
  • CareerBuilder. (2009). Forty-five percent of employers use social networking sites to research job candidates, CareerBuilder survey finds. Retrieved from http://www.careerbuilder.com/share/aboutus/ pressreleasesdetail.aspx
  • Castaño, A. M & García-Izquierdo, A. L. (2018). Validity evidence of the Organizational Justice Scale in Spain. Psicothema, 30, 344-350.
  • Chamorro-Premuzic, T., & Steinmetz, C. (2013, July). Technology and psychology are reshaping the search for the best employees. Scientific American Mind, 43-47.
  • Chiang, J. K. H., & Suen, H. Y. (2015). Self-presentation and hiring recommendations in online communities: Lessons from LinkedIn. Computers in Human Behavior, 48, 516-524. https://doi/org/10.1016/j. chb.2015.02.017
  • Christofides, E., Muise, A., & Desmarais, S. (2009). Information disclosure and control on Facebook: Are they two sides of the same coin or two different processes? Cyberpsychology & Behavior, 12, 341-345. https:// doi.org/10.1089/cpb.2008.0226
  • Collins, C. J., & Clark, K. D. (2003). Strategic human resource practices, top management team social networks, and firm performance: The role of human resource practices in creating organizational competitive advantage. Academy of Management Journal, 46, 740-751. https://doi. org/10.2307/30040665
  • Davison, H. K., Maraist, C., & Bing, M. N. (2011). Friend or foe? The promise and pitfalls of using social networking sites for HR decisions. Journal of Business and Psychology, 26, 153-159. https://doi.org/10.1007/s10869011-9215-8
  • Drydakis, N. (2009). Sexual orientation discrimination in the labour market. Labour Economics, 16, 364-372. https://doi.org/10.1016/j. labeco.2008.12.003
  • Dubois, M., & Pansu, P. (2004). Facial attractiveness, applicants’ qualifications, and judges’ expertise about decisions in preselective recruitment. Psychological Reports, 95, 1129-1134. https://doi. org/10.2466/pr0.95.3f.1129-1134
  • Faliagka, E., Iliadis, L., Karydis, I., Rigou, M., Sioutas, S., Tsakalidis, A., & Tzimas, G. (2014). On-line consistent ranking on e-recruitment: seeking the truth behind a well-formed CV. Artificial Intelligence Review, 42, 515-528. https://doi.org/10.1007/s10462-013-9414-y
  • Faliagka, E., Tsakalidis, A., & Tzimas, G. (2012). An integrated e-recruitment system for automated personality mining and applicant ranking. Internet Research, 22, 551-568. https://doi.org/10.1108/10662241211271545
  • Flora, D. B., LaBrish, C., & Chalmers, R. P. (2012). Old and new ideas for data screening and assumption testing for exploratory and confirmatory factor analysis. Frontiers in Quantitative Psychology and Measurement, 3(55), 1-21. https://doi.org/10.3389/fpsyg.2012.00055
  • García-Izquierdo, A. L., Ramos-Villagrasa, P. J., & Castaño, A. M. (2015). e-Recruitment, gender discrimination, and organizational results of listed companies on the Spanish stock exchange. Revista de Psicología del Trabajo y de las Organizaciones, 31, 155-164. https://doi. org/10.1016/j.rpto.2015.06.003
  • Girard, A., & Fallery, B. (2010). Human resource management on internet: New perspectives. Journal of Contemporary Management Research, 4(2), 1-14.
  • Guillory, J., & Hancock, J. T. (2012). The effect of LinkedIn on deception in resumes. Cyberpsychology, Behavior and Social Networking, 15, 135140. https://doi.org/10.1089/cyber.2011.0389
  • Harvie, K., Marshall-Mcaskey, J., & Johnston, L. (1998). Gender-based biases in occupational hiring decisions 1. Journal of Applied Social Psychology, 28, 1698-1711. https://doi.org/10.1111/j.1559-1816.1998.tb01341.x
  • Instituto Nacional de Empleo INE. (2017). Encuesta sobre el uso de tecnologías de la información y de las comunicaciones y del comercio exterior en las empresas. Informe metodológico. Retrieved from http:// www.ine.es/daco/daco42/comele/metocor.pdf
  • Infoempleo. (2017). Empleo en IT 2017, profesiones con futuro. Retrieved from https://www.infoempleo.com/empleo-it/
  • Infojobs. (2015). Análisis de indicadores Infojobs marzo 2015. Retrieved from http://nosotros.infojobs.net/indicadores-infojobs/los-puestostrabajo-ofertados-marzo-aumentan-un-24-respecto-al-ano-anterior
  • Jobvite. (2014). Social recruiting survey results. Retrieved from https:// www.jobvite.com/
  • Jöreskog, K. G. (1977). Factor analysis by least-squares and maximumlikelihood methods. In K. Enslein, A. Ralston, & H. S. Wilf (Eds.), Statistical methods for digital computers (Vol. 3, pp. 205-226). New York, NY. Wiley.
  • Jung, S. (2013). Exploratory factor analysis with small sample sizes: A comparison of three approaches. Behavioural Processes, 97, 90-95. https://doi.org/10.1016/j.beproc.2012.11.016
  • Kaplan, A. M., & Haenlein, M. (2010). Users of the world, unite! The challenges and opportunities of social media. Business Horizons, 53, 59-68. https://doi.org/10.1016/j.bushor.2009.09.003
  • Kawakami, K., Dion, K. L., & Dovidio, J. F. (1998). Racial prejudice and stereotype activation. Personality and Social Psychology Bulletin, 24, 407-416. https://doi.org/10.1177/0146167298244007
  • Kitzinger, J., & Barbour, R. (1999). Developing focus group research: politics, theory and practice. Thousand Oaks, CA: Sage.
  • Kluemper, D. H., Mitra, A., & Wang, S. (2016). Social media use in HRM. In M. Buckley, J. Halbesleben, & A. R. Wheeler (Eds.), Research in personnel and human resources management (pp. 153-207). Bingley, UK: Emerald Group Publishing Limited.
  • Kluemper, D. H., Rosen, P. A., & Mossholder, K. W. (2012). Social networking websites, personality ratings, and the organizational context: More than meets the eye? Journal of Applied Social Psychology, 42, 11431172. https://doi.org/10.1111/j.1559-1816.2011.00881.x
  • Kristof-Brown, A., & Guay, R. P. (2011). Person-environment fit. In S. Zedeck (Ed.), Handbook of industrial/organizational psychology (Vol. 3, pp. 3-50). Washington, DC: American Psychological Association.
  • Krueger, R. A. (1994). Focus groups: a practical guide for applied research. Thousand Oaks, CA: Sage Publications.
  • Kurz, R., & Bartram, D. (2002). Competency and individual performance: Modelling the world of work. In I. Robertson, M. Callinan, & D. Bartram (Eds.), Organizational effectiveness: The role of psychology (pp. 227255). Chichester, UK: Wiley.
  • Lahey, J. N. (2008). Age, women, and hiring an experimental study. Journal of Human Resources, 43, 30-56. https://doi.org/10.3368/jhr.43.1.30
  • Landers, R. N., & Schmidt, G. B. (2016). Social media in employee selection and recruitment: An overview. In R. N. Landers & G. B. Schmidt (Eds.), Social media in employee selection and recruitment: Theory, practice, and current challenges (pp. 3-14). Zurich, Switzerland: Springer Verlag.
  • LinkedIn. (2018). These 3 industries have the highest talent turnover rates. Retrieved from https://business.linkedin.com/talent-solutions/ blog/trends-and-research/2018/the-3-industries-with-the-highestturnover-rates
  • Lorenzo-Seva, U., & Ferrando, P. J. (2006). FACTOR: A computer program to fit the exploratory factor analysis model. Behavioral Research Methods, Instruments and Computers, 38, 88-91. https://doi.org/10.3758/ BF03192753
  • Luxen, M. F., & Van De Vijver, F. J. (2006). Facial attractiveness, sexual selection, and personnel selection: When evolved preferences matter. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 27, 241-255. https://doi.org/10.1002/job.357
  • Madia, S. A. (2011). Best practices for using social media as a recruitment strategy. Strategic HR Review, 10(6), 19-24. https://doi. org/10.1108/14754391111172788
  • Marcus, B., Machilek, F., & Schütz, A. (2006). Personality in cyberspace: Personal Web sites as media for personality expressions and impressions. Journal of Personality and Social Psychology, 90, 10141031. https://doi.org/10.1037/0022-3514.90.6.1014
  • Maurer, T. J., & Rafuse, N. E. (2001). Learning, not litigating: Managing employee development and avoiding claims of age discrimination. Academy of Management Perspectives, 15, 110-121. https://doi. org/10.5465/ame.2001.5898395
  • McCrae, R. R., & Costa Jr., P. T. (1999). A five-factor theory of personality. Handbook of personality: Theory and Research, 2, 139-153.
  • McDaniel, M.. Schmidt, F. L. & Hunter, J. E. (1988). A meta-analysis of the validity of methods for rating training and experience in personnel selection. Personnel Psychology, 41, 283-309. https://doi. org/10.1111/j.1744-6570.1988.tb02386.x
  • McFarland, L. A., & Ployhart, R. E. (2015). Social media: A contextual framework to guide research and practice. Journal of Applied Psychology, 100, 1653-1677. https://doi.org/10.1037/a0039244
  • McManus, M., & Ferguson, M. (2003). Biodata, personality, and demographic differences of recruits from three sources. International Journal of Selection and Assessment, 11, 175-183. https://doi.org/10.1111/1468-2389.00241
  • Mehdizadeh, S. (2010). Self-presentation 2.0: Narcissism and self-esteem on Facebook. Cyberpsychology, Behavior, and Social Networking, 13, 357-364. https://doi.org/10.1089/cyber.2009.0257
  • Mehra, A., Dixon, A. L., Brass, D. J., & Robertson, B. (2006). The social network ties of group leaders: Implications for group performance and leader reputation. Organization Science, 17, 64-79. https://doi. org/10.1287/orsc.1050.0158
  • Morgan, D. L. (1988). Focus groups as qualitative research. London, UK: Sage.
  • Moscoso, S., Salgado, J. F., & Anderson, N. (2017). How do I get a job, what are they looking for? Personnel selection and assessment. In N. Chmiel, F. Fraccaroli, & M. Sverke (Eds.), An introduction to work and organizational psychology (pp. 25-47). Hoboken, NJ: John Wiley & Sons. https://doi.org/10.1002/9781119168058.ch2
  • Muchinsky, P. M. (1996). Psychology applied to work. Belmont, CA: Wadsworth Publishing, Co. Inc.
  • Nikolaou, I. (2014). Social networking web sites in job search and employee recruitment. International Journal of Selection and Assessment, 22, 179-189. https://doi.org//10.1111/ijsa.12067
  • Nistor, N., & Stanciu, I. D. (2017). “Being sexy” and the labor market: Selfobjectification in job search related social networks. Computers in Human Behavior, 69, 43-53. https://doi.org/10.1016/j.chb.2016.12.005
  • Ollington, N., Gibb, J., & Harcourt, M. (2013). Online social networks: An emergent recruiter tool for attracting and screening. Personnel Review, 42, 248-265. https://doi.org/10.1108/00483481311320390
  • Packer-Muti, B. (2010). Conducting a focus group. The Qualitative Report, 15, 1023-1026.
  • Pager, C. K. (2003). Lies, damned lies, statistics and racial profiling. Kansas Journal of Law & Public Policy, 13, 515.
  • Pfieffelmann, B., Wagner, S. H., & Libkuman, T. (2010). Recruiting on corporate web sites: Perceptions of fit and attraction. International Journal of Selection and Assessment, 18(1), 40-47. https://doi. org/10.1111/j.1468-2389.2010.00487.x
  • Ployhart, R. E., Weekley, J. A., Holtz, B. C., & Kemp, C. (2003). Webbased and paper-and-pencil testing of applicants in a proctored setting: Are personality, biodata, and situational judgment tests comparable? Personnel Psychology, 56, 733-752. https://doi. org/10.1111/j.1744-6570.2003.tb00757.x
  • Purkiss, S. L. S., Perrewé, P. L., Gillespie, T. L., Mayes, B. T., & Ferris, G. R. (2006). Implicit sources of bias in employment interview judgments and decisions. Organizational Behavior and Human Decision Processes, 101, 152-167. https://doi.org/10.1016/j.obhdp.2006.06.005
  • Quiñones, M., Ford, J. K. & Teachout, M. (1995). The relationship between work experience and job performance: A conceptual and metaanalytic review. Personnel Psychology 48, 887-910. https://doi. org/10.1111/j.1744-6570.1995.tb01785.x
  • Randstad. (2015). Resultados Randstad Award 2015. Employer branding: cuando la percepción puede convertirse en realidad. Retrieved from http://www.randstad.es
  • Reiners, T., & Alexander, P. (2013). Social network perception alignment of e-recruiters and potential applicants. Proceedings of the 46th Hawaii International Conference on System Sciences (pp. 4576-4585). IEEE.
  • Riach, P. A., & Rich, J. (2002). Field experiments of discrimination in the market place. The Economic Journal, 112 (483), 480-518. https://doi. org/10.1111/1468-0297.00080
  • Roth, P. L., Bobko, P., Van Iddekinge, C. H., & Thatcher, J. B. (2016). Social media in employee-selection-related decisions: A research agenda for uncharted territory. Journal of Management, 42, 269-298. https://doi. org/10.1177/0149206313503018
  • Rothstein, H. R., Schmidt, F. L., Erwin, F. W., Owens, W. A., & Sparks, C. P. (1990). Biographical data in employment selection: Can validities be made generalizable? Journal of Applied Psychology, 75, 175-184. https://doi.org/10.1037/0021-9010.75.2.175
  • Rotundo, M., & Sackett, P. R. (2002). The relative importance of task, citizenship, and counterproductive performance to global ratings of job performance: A policy-capturing approach. Journal of Applied Psychology, 87, 66-80. https://doi.org/10.1037//0021-9010.87.1.66
  • Roulin, N., & Bangerter, A. (2013). Social networking websites in personnel selection. Journal of Personnel Psychology 12, 143-151. https://doi. org/10.1027/1866-5888/a000094
  • Salgado, J. F., Viswesvaran, C., & Ones, D. S. (2001). Predictors used for personnel selection: An overview of constructs. In N. Anderson, D. S. Ones, H. K. Sinangil, & C. Viswesvaran (Eds.), Handbook of industrial, word and organizational psychology (pp. 165-199). London, UK: Sage.
  • Schmitt, N., & Kunce, C. (2002). The effects of required elaboration of answers to biodata questions. Personnel Psychology, 55, 569-587. https://doi.org/10.1111/j.1744-6570.2002.tb00121.x
  • Schwartz, H. A., Eichstaedt, J. C., Kern, M. L., Dziurzynski, L., Ramones, S. M., Agrawal, M., & Ungar, L. H. (2013). Personality, gender, and age in the language of social media: The open-vocabulary approach. PloS One, 8(9), e73791. https://doi.org//10.1371/journal.pone.0073791
  • Seiter, J. S., & Hatch, S. (2005). Effect of tattoos on perceptions of credibility and attractiveness. Psychological Reports, 96, 1113-1120. https://doi. org/10.2466/pr0.96.3c.1113-1120
  • Shahani-Denning, C., Patel, V., & Zide, J. (2017). Recruiter and applicant use of Linkedin: A spotlight on India. The Psychologist-Manager Journal, 20, 90-105. https://doi.org//10.1037/mgr0000052
  • Shannon, M. L., & Stark, C. P. (2003). The influence of physical appearance on personnel selection. Social Behavior and Personality: An International Journal, 31, 613-623. https://doi.org/10.2224/sbp.2003.31.6.613
  • Schneider, B. (1987). The people make the place. Personnel Psychology, 40, 437-453. https://doi.org/10.1111/j.1744-6570.1987.tb00609.x
  • Slavi , A., Bjeki , R., & Berber, N. (2017). The role of the internet and social networks in recruitment and selection process. Strategic Management, 22(3), 36-43.
  • Society for Human Resource Management (2015). SHRM survey findings: Using social media for talent acquisition recruitment and screening. Retrieved from https://www.shrm.org/hr-today/trends-and-forecasting/ research-and-surveys/Documents/SHRM-Social-Media-RecruitingScreening-2015.pdf
  • Spector, P. E., & Fox, S. (2005). The stressor-emotion model of counterproductive work behavior. In S. Fox & P. E. Spector (Eds.), Counterproductive work behavior. Investigations of actors and targets. Washington, DC: American Psychological Association. https://doi. org/10.1037/10893-007
  • Spon, M. (2010). Is your e.impression costing you the job. Society of Industrial and Organizational Psychology Media. Retrieved from http://www.siop.org/Media/News/e.impression.aspx
  • Stokes, G. S. (1999). Introduction to special issue: The next one hundred years of biodata. Human Resource Management Review, 9, 11-116. https://doi.org/10.1016/S1053-4822(99)00014-5
  • Stokes, G. S., & Cooper, L. A. (2001). Content/construct approaches in life history form development for selection. International Journal of Selection and Assessment, 9, 138-151. https://doi.org/10.1111/14682389.00170
  • Stone, D. L., Lukaszewski, K. M., Stone-Romero, E. F., & Johnson, T. L. (2013). Factors affecting the effectiveness and acceptance of electronic selection systems. Human Resource Management Review, 23, 50-70. https://doi.org/10.1016/j.hrmr.2012.06.006
  • Swim, J. K., Aikin, K. J., Hall, W. S., & Hunter, B. A. (1995). Sexism and racism: Old-fashioned and modern prejudices. Journal of Personality and Social Psychology, 68, 199-214. https://doi.org/10.1037/0022-3514.68.2.199
  • Tews, M. J., Stafford, K., & Zhu, J. (2009). Beauty revisited: The impact of attractiveness, ability, and personality in the assessment of employment suitability. International Journal of Selection and Assessment, 17, 92100. https://doi.org/10.1111/j.1468-2389.2009.00454.x
  • The Economist. (2014, August 18). Linkedin. Workers of the world, log in. Retrieved from https://www.economist.com/business/2014/08/18/ workers-of-the-world-log-in
  • Van Dijck, J. (2013). ‘You have one identity’: Performing the self on Facebook and LinkedIn. Media, Culture & Society, 35, 199-215. https:// doi.org/10.1177/0163443712468605
  • Van Iddekinge, C., Arnold, D., Frieder, R. E., & Roth, P. (2018). It’s Required, but is it job-related? A meta-analysis of the validity of prior work experience. Academy of Management Proceedings, 2018(1). https:// doi.org/10.5465/AMBPP.2018.278
  • Van Iddekinge, C. H., Lanivich, S. E., Roth, P. L., & Junco, E. (2016). Social media for selection? Validity and adverse impact potential of a Facebook-based assessment. Journal of Management, 42, 1811-1835. https://doi.org/10.1177/0149206313515524
  • Vicknair, J., Elkersh, D., Yancey, K., & Budden, M. C. (2010). The use of social networking websites as a recruiting tool for employers. American Journal of Business Education, 3(11), 7-12. https://doi.org/10.19030/ ajbe.v3i11.57
  • Wanous, J. P. (1992). Organizational entry: Recruitment, selection, orientation, and socialization of newcomers. Upper Saddle River, NJ: Prentice Hall.
  • Wasserman, S., & Faust, K. (1994). Social network analysis: Methods and applications. New York, NY: Cambridge University Press. https://doi. org/10.1017/CBO9780511815478
  • Weichselbaumer, D. (2003). Sexual orientation discrimination in hiring. Labour Economics, 10, 629-642. https://doi.org/10.1016/S09275371(03)00074-5
  • Weiss, E. M., & Maurer, T. J. (2004). Age discrimination in personnel decisions: A reexamination 1. Journal of Applied Social Psychology, 34, 1551-1562. https://doi.org/10.1111/j.1559-1816.2004.tb02786.x
  • Wilton, N. (2016). An introduction to human resource management. London, UK: Sage Publications.
  • Youyou, W., Kosinski, M., & Stillwell, D. (2015). Computer-based personality judgments are more accurate than those made by humans. Proceedings of the National Academy of Sciences, 112, 1036-1040. https://doi. org/10.1073/pnas.1418680112
  • Zide, J., Elman, B., & Shahani-Denning, C. (2014). LinkedIn and recruitment: How profiles differ across occupations. Employee Relations, 36, 583604. https://doi.org/10.1108/ER-07-2013-0086