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Publication
Open to Work or close to work? O impacto do selo open to work na probabilidade de contratação de um perfil profissional no LinkedIn
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Abstract(s)
O objetivo do presente estudo foi o de analisar a relação entre o uso do selo “Open to work” e a probabilidade de contratação de um perfil em contexto de pré-seleção via LinkedIn. Adicionalmente, foi testado o papel moderador da senioridade e da área do candidato nesta relação e se os efeitos são mediados pela competência e simpatia percebida do candidato.
A amostra é constituída por 181 participantes com idades compreendidas entre os 18-66 anos (M = 38.84, DP = 13.84). Através de um questionário online, os participantes foram colocados numa posição de contratação, onde cada um observou um dos oito perfis fictícios, manipulados para o estudo. Para este efeito, foram manipuladas as variáveis, selo (selo vs. sem selo), senioridade (sénior vs. júnior) e área (TI vs. Gestão). Após a análise do perfil, foi pedido para indicar a probabilidade de contratação do mesmo e, posteriormente para responder aos itens relacionados com a competência e simpatia percebida do perfil.
Os resultados demonstram que a utilização do selo levou a uma menor probabilidade de contratação, mas apenas para candidatos Seniores na área de T.I, sugerindo que a interação entre o selo e a probabilidade de contratação, é moderada pela senioridade e área. Análises de mediação evidenciam que, quando um candidato sénior de T.I utiliza o selo é percebido como menos competente, levando a uma menor probabilidade de contratação, estando este efeito a ser mediado pela habilidade/competência percebida.
Foi realizada uma apreciação, discussão global e apresentadas implicações teóricas e práticas, limitações e sugestões para estudos futuros.
This study aims to analyze the relationship between the use of the "Open to work" feature and the probability of hiring a profile in a pre-selection context via LinkedIn. Additionally, the role of séniority and area of the candidate in this relationship was tested and whether the effects are mediated by perceived competence and warmth. The sample consists of 181 participants ranging in age from 18-66 (M = 38.84, SD = 13.84). Using an online questionnaire, participants were placed in a hiring position, where each of the participants observed one of eight fictitious profiles, manipulated for the study. For this purpose, the variables, feature (feature vs. un feature), séniority (sénior vs. júnior), and area (IT vs. Management) were manipulated. After analyzing the profile, they were asked to indicate the probability of hiring the profile, and then to respond to items related to the profile's perceived competence and warmth. The results show that the use of the feature led to a lower probability of hiring, but only for sénior I.T. candidates, suggesting that the interaction between the feature and the probability of hiring is moderated by séniority and area. Mediation analyses highlight that when a sénior I.T. candidate uses the feature they are perceived as less competent, leading to a lower probability of hire, with this effect being mediated by perceived skill/competence. An appreciation, overall discussion is made and theoretical and practical implications, limitations, and suggestions for future studies are presented.
This study aims to analyze the relationship between the use of the "Open to work" feature and the probability of hiring a profile in a pre-selection context via LinkedIn. Additionally, the role of séniority and area of the candidate in this relationship was tested and whether the effects are mediated by perceived competence and warmth. The sample consists of 181 participants ranging in age from 18-66 (M = 38.84, SD = 13.84). Using an online questionnaire, participants were placed in a hiring position, where each of the participants observed one of eight fictitious profiles, manipulated for the study. For this purpose, the variables, feature (feature vs. un feature), séniority (sénior vs. júnior), and area (IT vs. Management) were manipulated. After analyzing the profile, they were asked to indicate the probability of hiring the profile, and then to respond to items related to the profile's perceived competence and warmth. The results show that the use of the feature led to a lower probability of hiring, but only for sénior I.T. candidates, suggesting that the interaction between the feature and the probability of hiring is moderated by séniority and area. Mediation analyses highlight that when a sénior I.T. candidate uses the feature they are perceived as less competent, leading to a lower probability of hire, with this effect being mediated by perceived skill/competence. An appreciation, overall discussion is made and theoretical and practical implications, limitations, and suggestions for future studies are presented.
Description
Dissertação de Mestrado apresentada no Ispa – Instituto Universitário para obtenção de grau de Mestre na especialidade de Psicologia Social e das Organizações.
Keywords
Recrutamento LinkedIn Selo open to work Enviesamentos Recruitment LinkedIn Open to work feature Biases