Browsing by Subject "personality judgement"

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    Open Access
    Considering Broad vs. Narrow Personality Traits of Raters as Predictors of Rating Accuracy in Social Media Judgements of Personality
    (2022) Visser, Selene; de Kock, Francois
    Previous research has shown that the personality characteristics of raters seem to play a minor role in shaping the accuracy of their personality judgments of other people. However, as prior research studies relied largely on broad (i.e., dimension-level) trait measures to operationalise rater personality, it is unclear if raters' narrow (i.e., facet-level) trait measures may predict their rating accuracy. There are reasons to believe that narrow traits may relate more strongly to accuracy compared to broad traits, due to enhanced conceptual correspondence and improved fidelity (rather than bandwidth) relative to accuracy criteria. The aim of the present study was to determine whether narrow traits of raters predict accuracy, and if so, whether these narrow traits increment prediction of accuracy beyond broad traits. To this end, a secondary research design was used. Primary data from a previous study of 456 students' personality judgments of five target social media profiles were reanalysed. Personality traits of judges were operationalised at both broad vs. narrow traits and accuracy criteria were regressed against these predictors. In line with prior research on broad personality traits, the findings revealed that specific narrow traits were not generally predictive of personality rating accuracy from Facebook social media information. However, compared to broad traits, narrow traits were marginally better predictors of accuracy. Overall, results support the growing consensus that rater personality traits are not important to produce accurate ratings of personality, irrespective of the level at which we measure them (broad vs. narrow traits). The study adds to the growing momentum of research indicating raters can be accurate regardless of their personality traits. Therefore, organisations that wish to enhance their rating screening and training programmes might find more value in focusing on rater cognitive factors, rather than on their personality traits.
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    Open Access
    Tell me about your (Facebook) self: recruiter personality traits and accuracy of personality judgement of candidate Facebook profiles
    (2018) Rauch, Philippa; de Kock, Francois
    The use of social networking sites, such as Facebook, in the job application screening process has changed the recruitment landscape. Many human resource (HR) professionals and recruiters have begun to use social networking sites as a tool to attract, source and screen potential candidates. When screening candidates’ Facebook profiles, recruiters make personality judgements that have important consequences for hiring decisions. However, little is known about what makes a good judge of personality in the world of online screening for recruitment. This study investigated the relationship between recruiters’ Big Five personality traits (extraversion, agreeableness, conscientiousness, openness to experience and neuroticism) and their ability to judge accurately candidates’ personality traits from their Facebook profiles. In particular, distinctive accuracy measures were employed which account for personality profile normativeness, or the degree to which applicants being rated are generally alike – an important limitation of earlier profile accuracy measures. Results from 456 university students who judged five actual Facebook profiles for which ‘true score’ estimates on personality traits were possible, revealed that recruiters were generally able to infer applicants’ personality traits from their Facebook profiles. However, recruiter personality was not an important factor in their judgement accuracy, neither when accuracy was operationalised as traditional profile accuracy measures, nor as distinctive accuracy.