Taking heartache to heart: Empirical psychological modelling of chest pain

The chest pain of patients visiting a cardiology out-patient's clinic is most often caused by coronary atherosclerosis, which induces an oxygen shortage in the heartmuscle and thereby pain. However, in approximately 30% of the chest pain patients n

Webcam Testing: Validation of an innovative open-ended multimedia test.

Abstract: A modern test that takes advantage of the opportunities provided by advancements in computer technology is the multimedia test. The purpose of this study was to investigate the criterion-related validity of a specific open-ended multimedia test, namely a webcam test, by means of a concurrent validity study. In a webcam test a number of work-related situations are presented and participants have to respond as if these were real work situations. The responses are recorded with a webcam. The aim of the webcam test which we investigated is to measure the effectiveness of social work behavior. This first field study on a webcam test was conducted in an employment agency in The Netherlands. The sample consisted of 188 consultants who participated in a certification process. For the webcam test, good inter-rater reliabilities and internal consistencies were found. The results showed the webcam test to be significantly correlated with job placement success. The webcam test scores were also found to be related to job knowledge. Hierarchical regression analysis demonstrated that the webcam test has incremental validity up and above job knowledge in predicting job placement success. The webcam test, therefore, seems a promising type of instrument for personnel selection

Personality perception based on LinkedIn profiles

__Purpose:__ Job-related social networking websites (e.g. LinkedIn) are often used in the recruitment process because the profiles contain valuable information such as education level and work experience. The purpose of this paper is to investigate whether people can accurately infer a profile owner’s self-rated personality traits based on the profile on a job-related social networking site. __Design/methodology/approach:__ In two studies, raters inferred personality traits (the Big Five and self-presentation) from LinkedIn profiles (total n=275). The authors related those inferences to self-rated personality by the profile owner to test if the inferences were accurate. __Findings:__ Using information gained from a LinkedIn profile allowed for better inferences of extraversion and self-presentation of the profile owner (r’s of 0.24-0.29). __Practical implications:__ When using a LinkedIn profile to estimate trait extraversion or self-presentation, one becomes 1.5 times as likely to actually select the person with higher trait extraversion compared to the person with lower trait extraversion. __Originality/value:__ Although prior research tested whether profiles of social networking sites (such as Facebook) can be used to accurately infer self-rated personality, this was not yet tested for job-related social networking sites (such as LinkedIn). The results indicate that profiles at job-related social networks, in spite of containing only relatively standardized information, “leak” information about the owner’s personality

Personality perception based on LinkedIn profiles

__Purpose:__ Job-related social networking websites (e.g. LinkedIn) are often used in the recruitment process because the profiles contain valuable information such as education level and work experience. The purpose of this paper is to investigate whether people can accurately infer a profile owner’s self-rated personality traits based on the profile on a job-related social networking site. __Design/methodology/approach:__ In two studies, raters inferred personality traits (the Big Five and self-presentation) from LinkedIn profiles (total n=275). The authors related those inferences to self-rated personality by the profile owner to test if the inferences were accurate. __Findings:__ Using information gained from a LinkedIn profile allowed for better inferences of extraversion and self-presentation of the profile owner (r’s of 0.24-0.29). __Practical implications:__ When using a LinkedIn profile to estimate trait extraversion or self-presentation, one becomes 1.5 times as likely to actually select the person with higher trait extraversion compared to the person with lower trait extraversion. __Originality/value:__ Although prior research tested whether profiles of social networking sites (such as Facebook) can be used to accurately infer self-rated personality, this was not yet tested for job-related social networking sites (such as LinkedIn). The results indicate that profiles at job-related social networks, in spite of containing only relatively standardized information, “leak” information about the owner’s personality