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Virtual interviews vs. LinkedIn profiles: Effects on human resource managers’ initial hiring decisions
Tourism Management ( IF 12.7 ) Pub Date : 2022-09-21 , DOI: 10.1016/j.tourman.2022.104659
R.L. Fernando Garcia, Yung-Kuei Huang, Linchi Kwok

This study examined how human resource (HR) managers' assessments of a job candidate's performance in the first virtual interview and his/her LinkedIn profile affect their hiring decisions. Using field data with 44 HR managers' assessments of 400 job candidates' virtual interview performance (Time 1) and their LinkedIn profiles (Time 2), regression analyses reveal that managers' hiring decisions in Time 1 (before checking LinkedIn) is positively affected by interpersonal competence and leadership potential but negatively affected by virtual presence. Virtual presence reduces interpersonal competence's but strengthens leadership potential's positive effects on hiring decisions in Time 1. Having a LinkedIn profile could change managers' decisions. Their hiring decisions in Time 2 become stronger for candidates with a higher overall rating on their LinkedIn profiles but weaker for those with more spelling/grammatical errors. Such findings add to the relevant literature and provide meaningful implications for HR managers and job candidates.



中文翻译:

虚拟面试与 LinkedIn 个人资料:对人力资源经理最初招聘决策的影响

本研究调查了人力资源 (HR) 经理对求职者在第一次虚拟面试中的表现的评估以及他/她的 LinkedIn 个人资料如何影响他们的招聘决定。使用 44 位人力资源经理对 400 名求职者的虚拟面试表现(时间 1)和他们的 LinkedIn 个人资料(时间 2)的评估的现场数据,回归分析表明经理在时间 1(检查 LinkedIn 之前)的招聘决定受到以下因素的积极影响人际交往能力和领导潜力,但受到虚拟存在的负面影响。虚拟存在降低了人际交往能力,但增强了领导潜力对时间 1 招聘决策的积极影响。拥有 LinkedIn 个人资料可能会改变经理的决策。对于在 LinkedIn 个人资料上总体评分较高的候选人,他们在时间 2 中的招聘决定变得更强,但对于拼写/语法错误更多的候选人而言,他们的招聘决定更弱。这些发现增加了相关文献,并为人力资源经理和求职者提供了有意义的启示。

更新日期:2022-09-21
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