LinkedIn and recruitment: how profiles differ across occupations

By Julie S. Zide, Benjamin A. Elman, Comila Shahani-Denning. 2014

193 citations recorded by the source corpus.

Subfields: Health, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/b9b118bb30e63b573429c57174244a018e99c76a

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In Sociology and Political Science

1. Nicolas Roulin
2. J. Levashina

Citations in the corpus

• LibRA (2019, unknown): “As Utz and Breuer recently noted that one’s career orientation, type of role or organizational sector, influence their behavior or use of LinkedIn— for example some sectors may require more referrals or information than others, thereby implicitly demanding greater activity from the individuals [149,”
• LinkedIn as a new selection method: Psychometric properties and assessment approach (2018, background): “Zide et al. (2014) asked managers to describe information they use to assess LinkedIn profiles and identified 14 components of LinkedIn profiles, including achievements, education, number of connections, profile completeness, profile photograph, recommendations, or skills and expertise.”