dc.description.abstract | LinkedIn is a widely popular professional networking site across the world, and
represents an increasingly used tool in the recruitment process. The platform
contains valuable information about potential candidates with regards to their
education and work experience, and often more dynamic and relational information
than the traditional resume. This study aims to narrow the gap between current
practices of inferring candidate characteristics and traits using LinkedIn and the
research thereof, by assessing the accuracy of such inferences with regards to
personality traits. The sample of raters in this study consisted of people both with
and without professional recruitment experience. The results support that it is
possible to infer two out of the Big Five personality traits, namely openness to
experience and extraversion, and that extraversion can be more accurately inferred
than openness to experience. Further, the results suggests that recruitment
professionals are not better at judging personality than laypeople. This study
highlights the importance of constructing valid and standardized methods for
information collection on LinkedIn, to ensure a fair and accurate evaluation of
candidates. | nb_NO |