Recruitment Strategies Some companies are asking applicants to provide them with links to their web presence. This means their social networking accounts on Twitter and/or LinkedIn. The reason for using these links in place of resumes is that the links provide a better assessment of the nature and psychology of the applicant compared to a resume that has been tailor-made to impress the recruiters and lacks depth. The Big 5 Personality Traits are OCEAN standing for ‘openness to experience’, ‘conscientiousness’, ‘extraversion’, ‘agreeableness’ and ‘neuroticism’ (personalityresearch. org 2001). People with low openness to experience show resistance to change (McCrae and Costa, 1987).
Laziness is the opposite of the conscientiousness personality trait (Ewen, 2009). People with low extraversion tend to remain lonely (Atak, 2009). People with low agreeableness are short-tempered (Griffin and Moorhead, 2013). People with high neuroticism remain depressed (Phipps and Prieto, 2011). Overall, the personality trait of agreeableness is the most valid because it is observed most commonly in people. Interview content can be improved can be improved by asking the applicants what areas are they specialized in. Interview evaluation accuracy can be improved by having a team of recruiters rather than assigning the task to one recruiter.
Faking on personality tests is not a major validity problem because one cannot really fake particularly if the recruiter uses a range of techniques to evaluate the personality including links to social networking sites, in-person interview, and past experience. Faking on personality tests can be detected by contacting the friends or acquaintances of the applicants and asking them about the applicant’s nature or personality. References: Atak, H. (2009). Big Five Traits and loneliness among Turkish emerging adults.
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