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

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.