Skip to main content

Does it matter if a candidate looks “good” in virtual interviews and on LinkedIn when HR managers make the initial hiring decisions?

LinkedIn vs. Virtual Interviews

Technology-mediated interviews (TMIs), such as videoconferencing and asynchronous interviews, can help both companies and job applicants save time and money in the selection process. The social distance mandates and people’s concerns about the widespread coronavirus during the pandemic have accelerated TMIs’ adoption. While the global economy is getting out of the pandemic, TMIs will likely stay, especially during the initial screening stage, as more companies want to embrace the four-day work week and the remote work trends.

Besides TMIs, more HR managers use job candidates’ LinkedIn profiles to access their qualifications and overall organization fit. It becomes prudent for hiring managers and job seekers to understand how job candidates’ TMI performance and LinkedIn profiles might jointly affect HR managers’ hiring decisions in the real world.

The research

Accordingly, I worked on a project with R.L. Fernando Garcia at SM Hotels and Conventions Corporation in the Philippines and Dr. Yung-Kuei Huang at National Ilan University in Taiwan. We published our work in Tourism Managementanswering two research questions:

RQ1: How do HR managers’ assessments of a job candidate in the first TMI affect their hiring decisions?

RQ2: To what extent do job candidates’ attributes on LinkedIn affect HR managers’ hiring decisions?

The method

We collected the field data from 44 HR managers in a hospitality/real estate firm, who evaluated 400 job candidates’ TMI performance and their LinkedIn profiles in two different timeframes. In Time 1, the HR managers rated their likelihood of advancing a candidate to the next round of interviews immediately after they assessed his/her TMI performance. In Time 2, the HR managers went on to evaluate the job candidate’s LinkedIn profile (unless it did not exist) and rated once again their likelihood of advancing the candidate to the next round of interviews.

The results

Out of the 400 job candidates, only 340 had a LinkedIn profile. Through a series of statistical analyses (exploratory factor analysis and regression analyses), we found that before the HR managers evaluated job candidates’ LinkedIn profiles (Time 1):

  1. Applicants’ virtual presence in TMI was negatively related to hiring decisions.
  2. Applicants’ leadership potential and interpersonal competence were positively associated with hiring decisions.
  3. The positive relationship (influence) between leadership potential and hiring decisions was stronger for those with a better virtual presence than those with a poorer virtual presence.
  4. The positive relationship (influence) between interpersonal competence and hiring decisions was weaker for those with a better virtual presence than those with a poorer virtual presence.

After the HR managers evaluated job candidates’ LinkedIn profiles (Time 2):

  1. HR managers’ hiring decisions became more favorable for candidates with a LinkedIn profile (vs. those who do not).
  2. Having more spelling/grammatical mistakes buffered the positive effect of hiring decisions in Time 1 on hiring decisions in Time 2.
  3. We calculated the overall assessment score for a job candidate’s LinkedIn profile, including job relevance (the extent to which information presented in an applicant’s LinkedIn profile is relevant to the applied job), completeness (the extent to whether an applicant has a completed LinkedIn profile), and information consistency (to indicate the extent to which information shown in an applicant’s LinkedIn profiles support his/her words during TMIs). A favorable overall LinkedIn assessment enhanced the positive effect of hiring decisions in Time 1 on hiring decisions in Time 2.

The Graphic Abstract of the Research Study

The practical implications

Recommendations for HR managers

  • Add “information consistent” to their LinkedIn assessment rubrics, besides “spelling and grammar errors,” “completeness,” and “relevance.”
  • Be more cautious about the negative impacts of a candidate’s virtual presence on TMIs.
  • Combine TMIs and face-to-face interviews to assess a job candidate’s interpersonal competence.
  • Use LinkedIn as an alternative and quick method for background checks.

Suggestions for jobseekers

  • Invest in their physical appearance in front of a camera but not to the extent that HR managers doubt their authenticity.
  • Demonstrate their interpersonal competencies and leadership potential with real examples from their past experience.
  • Ensure their LinkedIn profiles are completed and free of spelling and grammatical errors.
  • Use LinkedIn profiles to showcase the evidence that supports their words during interviews.
  • Highlight the competencies and job experience relevant to the applied positions on LinkedIn.

The conclusion

This study answered the research questions using the data collected from real HR managers and job candidates. Referring to your company’s HR practices or your personal experience either as an HR manager or a job applicant, to what extent do you agree or disagree with the above research findings? For what reasons?

Comments

  1. Although we wish to not be judged solely based on appearance, unfortunately our appearance does play a part in our industry. Now, that does not mean employers only look at our appearance, but because of the field we are in, it does play some part. There is a certain appearance certain companies look for when it comes to certain areas of work. In past years, certain piercings, tattoos, or "looks" were not seen as "professional." Due to the times we live in now, a lot of those physical items have become extremely normalized and are encourage to be seen in work places. Many workplaces encourage to express themselves and want employees to embrace who they truly are. While certain fields still have some limitations on those attributes, most companies are fine with them. But I believe one important take away, no matter what someone looks like, is that it does not hinder their ability to do the job or obtain the job. It is extremely important for employers to put looks aside at some point in order to appropriately read and determine if the interviewee is fit for the job. So while yes it does play a part in our industry, it is still really important for employers to put that aside and judge someone based on the content of their work ethic and working style, rather than just what they look like.

    ReplyDelete
  2. I definitely think it matters if a candidate looks “good” in virtual interviews and on LinkedIn when HR managers make the initial hiring decisions. The reason I believe so is because if you put the effort and detail into having a good online presence, profile, and attention to you cleanliness and appearance to me it shows how you will be in a job. Personally I've always shown up to interviews whether it be in person or a virtual one with dress pants/slacks, a belt and button up with dress shoes and a tie. I just think this shows the interviewers that I am serious about my desire for the job and gives insight to my professionalism and work ethic, I can't imagine going to an interview in just a shirt and pants, like casual wear.
    Ayden De Avila HRT 3500 Section #02 Class #74842

    ReplyDelete
  3. With out a doubt, I think that it is crucial that any candidate looked presentable in comparable standards for a virtual interview and on LinkedIn. Although candidates are able to be in the comfort of their own homes, it is still very important to set a good first impression. I believe that you should take a virtual interview as seriously as an in person interview. Even though you are not required to have nice bottoms on, it is still important to present yourself professionally towards those who the individual is asking for a job from. Being able to present yourself nicely to an employer, it would give off a good impression of work ethic, commitment, and effort.

    ReplyDelete
  4. The preparation of a job interview gives insight as to how one presents themselves for a first impression to the hiring managers. I believe it can be the start of learning about a person and viewing them in a positive light if they are seen as presentable. Meeting hundreds of applicants can make it difficult to find those that catch the hiring manager’s attention. However, I don’t think whether an applicant gets hired or not should be based on appearance or whether their profile is really detailed. A lot has to do with dedication to the job and work ethic once they actually are hired for employment.

    ReplyDelete

Post a Comment

Popular posts from this blog

Luxury vs. Millennials and Their Technology: The Ritz-Carlton (By Julia Shorr)

Embodying the finest luxury experience, The Ritz-Carlton Hotel Company, LLC has been established since 1983. In 1998, Marriott International purchased the brand offering it more opportunity for growth while being independently owned and operated. They are known for their enhanced service level as the motto states, “Ladies and Gentlemen serving Ladies and Gentlemen”. The luxury brand now carries 97 hotels and resorts internationally and is attempting to keep the aspects of luxury while keeping up with the trends of the technologically improving generations. The Varying Demographics of the Target Market The Ritz-Carlton’s typical target market includes: business executives, corporate, leisure travelers, typically middle-aged persons and elders, and families from the upper and upper-middle class section of society .   This infers a large range of types of travelers in which all are similar in that they are not opposed to spending extra for the luxurious ambiance. However, with

Is It OK for Hotel Staff to Wear Piercings and Tattoos?

Time has changed. I see more and more college students wearing piercings and tattoos nowadays, but is it OK for hotel staff to wear piercings and tattoos? The answer is “no, no, no.” According a report at USAToday.com, customers across the board do not want to see any hotel workers with pierced eyebrow, pierced tongue, tattooed arm, or nose ring. Some may argue that tattooed and pierced workers may seem more acceptable in edgy boutique hotels as compared to the big franchised hotels, but the survey results did not find any differences among a variety of lodging products. Many respondents believe people who wear visible tattoos and piercings are taking a high risk of their professional lives. If you stay in a hotel, do you mind being served by tattooed and/or pierced staff? What if you are the one who makes the hiring decision? References: USAToday.com: http://tinyurl.com/linchikwok08042010 Picture was downloaded from http://tinyurl.com/linchikwok08042010P

How Covid-19 will change the HR department? (by Vivian Tan)

With the current pandemic happening, many businesses are having a hard time. It is hard for them to maintain to pay all their employees, and many things have changed on how companies are running during Covid-19. Because of this virus, employees work from home and might lack the motivation to finish their tasks. Many businesses shut their doors infinitely and file for bankruptcy because it is hard to pay their employees, and there are not many businesses coming in. In the hospitality industry, the HR department must create policies and answer questions from the outbreak. It is also essential that they communicate with workers for any updates and make sure that it does not affect their daily operations.     When it comes to covid-19 concerns, the HR department should communicate with the employees for any updates on the virus, such as informing employees about policies, personal hygiene, posting signs around the workplace about symptoms of the virus, and wear masks. Also, asking employee