Influences of Job Applicants social media on Recruiter Evaluations

JAVIER SEBASTIAN, Indrayanti, S.Psi., M.Si., Ph.D., Psikolog

2021 | Skripsi | S1 PSIKOLOGI

Pengaruh media sosial dalam perekrutan telah menjadi perhatian serius di era digital saat ini. Penelitian ini bertujuan untuk menginvestigasi pengaruh konten akun media sosial seorang pelamar kerja terhadap penilaian perekrut melalui sebuah eksperimen within-subject, dimana mahasiswa S2 Psikologi Industri & Organisasi dan orang dengan pengalaman dalam perekrutan (n=33) menilai tiga profil pelamar kerja. Semua profil pelamar memiliki kualifikasi yang setara, dengan perbedaan dalam profil Twitter mereka. Hasil penelitian menunjukkan bahwa pelamar dengan konten profil media sosial positif (seperti kutipan inspiratif) dan netral (seperti percakapan sehari-hari) dinilai memiliki karakter yang lebih sesuai untuk pekerjaan yang dilamar (chi 2 = 7,677; p < 0,05), lebih diinginkan untuk dipekerjakan (chi 2 = 14,225; p < 0,01), dan dinilai lebih conscientious (F = 10,310; p < 0,01) dibandingkan pelamar dengan konten profil media sosial negatif (seperti hinaan). Di sisi lain, pengaruh yang sama tidak ditemukan dalam penilaian perekrut mengenai apakah pelamar memenuhi kualifikasi untuk dipanggil wawancara (chi 2 = 5,111; p > 0,05) dan penawaran gaji awal (chi 2 = 3,459; p > 0,05). Hasil mengindikasi bahwa untuk pelamar yang memenuhi kualifikasi, konten profil media sosial tidak memengaruhi persepsi perekrut mengenai apakah pelamar memenuhi kualifikasi untuk dipanggil wawancara dan gaji yang ditawarkan. Namun, pelamar dengan profil media sosial berkonten positif dan netral dinilai memiliki karakter yang lebih cocok dengan pekerjaan yang dilamar, lebih diinginkan untuk dipekerjakan, dan dinilai sebagai pekerja yang lebih rajin dibandingkan pelamar dengan profil media sosial berkonten negatif.

Following recent technological developments, the influence of social media in recruitment has gained interest. This study is aimed to investigate the influence of job applicants social media on recruiter evaluation. Research was conducted by experiment method using a within-subject experiment where master's students in industrial-organizational psychology and people experienced in recruitment (n=33) rated three job applicants. All three profiles were equally qualified, with the independent variable being their Twitter profiles. Result showed that applicants with profiles filled with positive (e.g., inspirational quotes) or neutral (e.g., everyday conversations) content were rated as having a personality that is more relevant to the job (chi 2 = 7,677; p < 0,05), as being more conscientious (F = 10,310; p < 0,01), and were more likely to be hired (chi 2 = 14,225; p < 0,01) compared to applicants with profiles filled with negative content (e.g., insults). The same effect was not found on ratings on whether the applicant qualified to be called for an interview (chi 2 = 5,111; p > 0,05) and the initial salary offering (chi 2 = 3,459; p > 0,05). These results indicate that for applicants that fulfill the formal criteria, the contents of their social media profile do not significantly affect a recruiters perception on whether the applicant should be called for an interview and the initial salary offering. However, applicants with a profile containing positive and neutral content are rated as having a better personality, being more conscientious, and are more likely to be hired than applicants with a profile filled with negative content. This research will help recruiters understand how non-standard information influences them and help applicants understand how their social media profiles affect them.

Kata Kunci : big five, conscientiousness, recruitment, social media, Twitter