Big Four LinkedIn DimensionsSignals of Soft Skills?

  1. José C. Andrés 1
  2. David Aguado 1
  3. Antonio L. García-Izquierdo
  1. 1 Universidad Autónoma de Madrid, Spain
Revista:
Revista de psicología del trabajo y de las organizaciones = Journal of work and organizational psychology

ISSN: 1576-5962

Año de publicación: 2023

Volumen: 39

Número: 2

Páginas: 75-88

Tipo: Artículo

DOI: 10.5093/JWOP2023A9 DIALNET GOOGLE SCHOLAR lock_openAcceso abierto editor

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

Resumen

El uso de LinkedIn como herramienta en el proceso de reclutamiento y selección se ha convertido en algo habitual en la gestión de recursos humanos. Sin embargo, se carece de información rigurosa sobre la calidad de las inferencias que realizan los evaluadores sobre las características psicológicas de los candidatos, por lo que es necesario realizar más investigación sobre las garantías psicométricas de LinkedIn como herramienta de selección de personal. En consecuencia, el presente estudio adopta la teoría de las señales como marco para explorar cómo la información del perfil de LinkedIn es un indicador válido de las soft skills de los candidatos. Utilizando una muestra de 169 profesionales del sector tecnológico en España, mediante un diseño transversal, se midieron estas “habilidades blandas” a través de un cuestionario, mientras que los perfiles de LinkedIn se evaluaron utilizando las rúbricas del modelo LinkedIn Big Four. Los resultados muestran que las dimensiones del LinkedIn Big Four referentes a la experiencia profesional y el capital social, son señales válidas de las siguientes soft skills: liderazgo, comunicación, resolución de problemas, intraemprendimiento, pensamiento comercial, planificación y organización y trabajo en equipo. Finalmente, se discuten las implicaciones prácticas y teóricas de nuestros resultados.

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