Social media for talent selection? a validity test of inter-judge agreement and behavioral prediction

Zheng Wenzhi, Wu Yenchun*, Shen Chuangang, Wen Hao

*Corresponding author for this work

Research output: Contribution to journalArticlepeer-review

5 Citations (Scopus)


Individuals have a large amount of personal information on social media (SM), which provides companies with new opportunities for talent selection. However, researchers’ understanding of the effectiveness of assessments based on SM is relatively ambiguous, and the conclusions of empirical studies remain controversial. The Realistic Accuracy Model provides theoretical and methodological support for the application of SM information in zero-acquaintance contexts. Accordingly, we collected and matched 160 sets of Chinese SM assessment (other-assessment) and employee self-assessment data. Through a two-step data analysis, we conducted a consistency check and verification of behavioural predictions. The results suggested that in terms of general suitability, as well as knowledge, skills, abilities, and other characteristics (KSAOs), the other-assessments and self-assessments were consistent. Furthermore, the general suitability and KSAOs of the other-assessments were predictive of behavioural intention (i.e., openness to change). This study empirically tested the accuracy of SM talent assessments, and finally, the research limitations and future trends were discussed.

Original languageEnglish
JournalInformation Technology and Management
Issue number1
Publication statusPublished - 2021 Mar


  • KSAOs
  • Social media
  • Talent selection
  • Total suitability
  • Zero acquaintance

ASJC Scopus subject areas

  • Information Systems
  • Communication
  • Business, Management and Accounting (miscellaneous)


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