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Tell me about your (Facebook) self: recruiter personality traits and accuracy of personality judgement of candidate Facebook profiles
The use of social networking sites, such as Facebook, in the job application screening process has changed the recruitment landscape. Many human resource (HR) professionals and recruiters have begun to use social networking sites as a tool to attract, source and screen potential candidates. When scr...
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| Format: | Thesis |
| Language: | English |
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School of Management Studies
2020
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| _version_ | 1867613226109239296 |
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| access_status_str | Open Access |
| author | Rauch, Philippa |
| author2 | de Kock, Francois |
| author_browse | Rauch, Philippa de Kock, Francois |
| author_facet | de Kock, Francois Rauch, Philippa |
| author_sort | Rauch, Philippa |
| collection | Thesis |
| description | The use of social networking sites, such as Facebook, in the job application screening process has changed the recruitment landscape. Many human resource (HR) professionals and recruiters have begun to use social networking sites as a tool to attract, source and screen potential candidates. When screening candidates’ Facebook profiles, recruiters make personality judgements that have important consequences for hiring decisions. However, little is known about what makes a good judge of personality in the world of online screening for recruitment. This study investigated the relationship between recruiters’ Big Five personality traits (extraversion, agreeableness, conscientiousness, openness to experience and neuroticism) and their ability to judge accurately candidates’ personality traits from their Facebook profiles. In particular, distinctive accuracy measures were employed which account for personality profile normativeness, or the degree to which applicants being rated are generally alike – an important limitation of earlier profile accuracy measures. Results from 456 university students who judged five actual Facebook profiles for which ‘true score’ estimates on personality traits were possible, revealed that recruiters were generally able to infer applicants’ personality traits from their Facebook profiles. However, recruiter personality was not an important factor in their judgement accuracy, neither when accuracy was operationalised as traditional profile accuracy measures, nor as distinctive accuracy. |
| format | Thesis |
| id | oai:open.uct.ac.za:11427/31007 |
| institution | University of Cape Town (South Africa) |
| language | eng |
| last_indexed | 2026-06-10T12:32:46.693Z |
| license_str | Not specified — see source repository |
| provenance_str_mv | Harvested via OAI-PMH from UCTD — University of Cape Town Open Access Repository |
| publishDate | 2020 |
| publishDateRange | 2020 |
| publishDateSort | 2020 |
| publisher | School of Management Studies |
| publisherStr | School of Management Studies |
| record_format | dspace |
| source_str | UCTD — University of Cape Town Open Access Repository |
| spelling | oai:open.uct.ac.za:11427/31007 Tell me about your (Facebook) self: recruiter personality traits and accuracy of personality judgement of candidate Facebook profiles Rauch, Philippa de Kock, Francois personality judgement social media social networking Facebook Big Five selection accuracy The use of social networking sites, such as Facebook, in the job application screening process has changed the recruitment landscape. Many human resource (HR) professionals and recruiters have begun to use social networking sites as a tool to attract, source and screen potential candidates. When screening candidates’ Facebook profiles, recruiters make personality judgements that have important consequences for hiring decisions. However, little is known about what makes a good judge of personality in the world of online screening for recruitment. This study investigated the relationship between recruiters’ Big Five personality traits (extraversion, agreeableness, conscientiousness, openness to experience and neuroticism) and their ability to judge accurately candidates’ personality traits from their Facebook profiles. In particular, distinctive accuracy measures were employed which account for personality profile normativeness, or the degree to which applicants being rated are generally alike – an important limitation of earlier profile accuracy measures. Results from 456 university students who judged five actual Facebook profiles for which ‘true score’ estimates on personality traits were possible, revealed that recruiters were generally able to infer applicants’ personality traits from their Facebook profiles. However, recruiter personality was not an important factor in their judgement accuracy, neither when accuracy was operationalised as traditional profile accuracy measures, nor as distinctive accuracy. 2020-02-11T11:05:47Z 2020-02-11T11:05:47Z 2018 2020-01-29T07:53:13Z Master Thesis Masters MCom http://hdl.handle.net/11427/31007 eng application/pdf School of Management Studies Faculty of Commerce |
| spellingShingle | personality judgement social media social networking Big Five selection accuracy Rauch, Philippa Tell me about your (Facebook) self: recruiter personality traits and accuracy of personality judgement of candidate Facebook profiles |
| thesis_degree_str | Master's |
| title | Tell me about your (Facebook) self: recruiter personality traits and accuracy of personality judgement of candidate Facebook profiles |
| title_full | Tell me about your (Facebook) self: recruiter personality traits and accuracy of personality judgement of candidate Facebook profiles |
| title_fullStr | Tell me about your (Facebook) self: recruiter personality traits and accuracy of personality judgement of candidate Facebook profiles |
| title_full_unstemmed | Tell me about your (Facebook) self: recruiter personality traits and accuracy of personality judgement of candidate Facebook profiles |
| title_short | Tell me about your (Facebook) self: recruiter personality traits and accuracy of personality judgement of candidate Facebook profiles |
| title_sort | tell me about your facebook self recruiter personality traits and accuracy of personality judgement of candidate facebook profiles |
| topic | personality judgement social media social networking Big Five selection accuracy |
| url | http://hdl.handle.net/11427/31007 |
| work_keys_str_mv | AT rauchphilippa tellmeaboutyourfacebookselfrecruiterpersonalitytraitsandaccuracyofpersonalityjudgementofcandidatefacebookprofiles |