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LinkedIn Versus Resumes: The Impact ...

Zide, Julie.

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LinkedIn Versus Resumes: The Impact of Person-Organization Fit.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	LinkedIn Versus Resumes: The Impact of Person-Organization Fit./
作者:	Zide, Julie.
面頁冊數:	149 p.
附註:	Source: Dissertation Abstracts International, Volume: 77-03(E), Section: B.
Contained By:	Dissertation Abstracts International77-03B(E).
標題:	Occupational psychology. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3727072
ISBN:	9781339119960

LinkedIn Versus Resumes: The Impact of Person-Organization Fit.
Zide, Julie.

LinkedIn Versus Resumes: The Impact of Person-Organization Fit. - 149 p.

Source: Dissertation Abstracts International, Volume: 77-03(E), Section: B.

Thesis (Psy.D.)--Hofstra University, 2015.

The purpose of this study was to measure the extent to which using LinkedIn to collect information about applicants differs from resumes. This paper purports that the main distinguishing factor between LinkedIn profiles and resumes is that LinkedIn profiles more often contain person-organization fit (PO fit) information in addition to the person-job information (PJ fit) that is normatively available on both biodata forms. In this laboratory study, 110 recruiters were recruited and were randomly assigned to one of 6 conditions. The study featured a 2 X 3 between-subjects design; such that recruiters reviewed either a LinkedIn profile or resume that was manipulated by high, low, or no PO fit.

ISBN: 9781339119960Subjects--Topical Terms:

2122852
Occupational psychology.

LinkedIn Versus Resumes: The Impact of Person-Organization Fit.
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500 $a Source: Dissertation Abstracts International, Volume: 77-03(E), Section: B.
500 $a Adviser: Comila Shahani-Denning.
502 $a Thesis (Psy.D.)--Hofstra University, 2015.
520 $a The purpose of this study was to measure the extent to which using LinkedIn to collect information about applicants differs from resumes. This paper purports that the main distinguishing factor between LinkedIn profiles and resumes is that LinkedIn profiles more often contain person-organization fit (PO fit) information in addition to the person-job information (PJ fit) that is normatively available on both biodata forms. In this laboratory study, 110 recruiters were recruited and were randomly assigned to one of 6 conditions. The study featured a 2 X 3 between-subjects design; such that recruiters reviewed either a LinkedIn profile or resume that was manipulated by high, low, or no PO fit.
520 $a While reviewing the biodata form of which they are assigned, participants were asked to pick the top 5 areas that help them best assess whether the candidate is a good fit for the role. Spearman's rank-order correlation coefficient was computed and indicated that the way in which recruiters in either the LinkedIn or resume condition ranked areas of importance was highly correlated, such that they focused on areas related to KSA's. However, chi-square analyses showed that recruiters were more likely to note PO fit related areas in the LinkedIn condition as opposed to the resume condition. An interaction effect was found for the dependent variables likelihood to interview and hiring recommendations, such that recruiters rated candidate LinkedIn profiles with high PO fit most favorably. As expected, it was found that recruiters were more confident in the LinkedIn conditions. Lastly, participants were told to imagine that they were only allowed to see the resume or LinkedIn profile of the applicant, and asked which one they would choose. Overall, it was found that they would more likely choose the LinkedIn profile.
520 $a The present study broke new ground by being the first to systematically inspect the way in which recruiters screen LinkedIn profiles versus resumes. This research identified that recruiters do arrive at different decisions upon inspecting the 2 forms. Legal and practical implications are discussed, as well as potential future research directions.
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