<?xml version="1.0" encoding="ISO-8859-1"?><article xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink" xmlns:xsi="http://www.w3.org/2001/XMLSchema-instance">
<front>
<journal-meta>
<journal-id>0214-7823</journal-id>
<journal-title><![CDATA[Papeles del Psicólogo]]></journal-title>
<abbrev-journal-title><![CDATA[Pap. Psicol.]]></abbrev-journal-title>
<issn>0214-7823</issn>
<publisher>
<publisher-name><![CDATA[Consejo General de Colegios Oficiales de Psicólogos]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S0214-78232022000100003</article-id>
<article-id pub-id-type="doi">10.23923/pap.psicol.2979</article-id>
<title-group>
<article-title xml:lang="es"><![CDATA[¿Qué hay detrás de LinkedIn? Midiendo a través de rúbricas las LinkedIn Big Four Dimensions]]></article-title>
<article-title xml:lang="en"><![CDATA[What's behind LinkedIn? Measuring the LinkedIn Big Four Dimensions through rubrics]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Andrés]]></surname>
<given-names><![CDATA[José Carlos]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Aguado]]></surname>
<given-names><![CDATA[David]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
<xref ref-type="aff" rid="A a"/>
<xref ref-type="aff" rid="A02"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[de Miguel]]></surname>
<given-names><![CDATA[Jesús]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
<xref ref-type="aff" rid="A a"/>
<xref ref-type="aff" rid="A03"/>
</contrib>
</contrib-group>
<aff id="A01">
<institution><![CDATA[,Universidad Autónoma de Madrid  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>España</country>
</aff>
<aff id="A02">
<institution><![CDATA[,Instituto de Ingeniería del Conocimiento  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>España</country>
</aff>
<aff id="A03">
<institution><![CDATA[,Centro de Investigación para la Efectividad Organizacional  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>España</country>
</aff>
<pub-date pub-type="pub">
<day>00</day>
<month>04</month>
<year>2022</year>
</pub-date>
<pub-date pub-type="epub">
<day>00</day>
<month>04</month>
<year>2022</year>
</pub-date>
<volume>43</volume>
<numero>1</numero>
<fpage>12</fpage>
<lpage>20</lpage>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://scielo.isciii.es/scielo.php?script=sci_arttext&amp;pid=S0214-78232022000100003&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://scielo.isciii.es/scielo.php?script=sci_abstract&amp;pid=S0214-78232022000100003&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://scielo.isciii.es/scielo.php?script=sci_pdf&amp;pid=S0214-78232022000100003&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="es"><p><![CDATA[LinkedIn es la red social más utilizada en el ámbito profesional para funciones de reclutamiento y selección de personal. Aunque los profesionales de Recursos Humanos realizan inferencias sobre los candidatos en base a la información contenida en el perfil de LinkedIn, estas inferencias no se realizan de forma sistematizada y objetiva. En esta investigación se proponen rúbricas, basadas en el modelo LinkedIn Big Four, como herramienta para hacer más sistemáticas y objetivas las inferencias de los profesionales de selección. Para el análisis se utilizó una muestra de profesionales del sector IT (n = 105). Los resultados muestran unos resultados de fiabilidad adecuados a los estándares al uso y una evidencia inicial de validez que relaciona las puntuaciones en las rúbricas con las competencias genéricas de los profesionales.]]></p></abstract>
<abstract abstract-type="short" xml:lang="en"><p><![CDATA[LinkedIn is the most used social network in the professional field for recruitment and selection. Although human resources professionals make inferences about candidates based on the information contained in the LinkedIn profile, these inferences are not made in a systematized or objective way. In this research, rubrics, based on the LinkedIn Big Four model, are proposed as a tool to make the inferences of selection professionals more systematic and objective. A sample of professionals from the IT sector (n = 105) was used. Results show adequate reliability and initial evidence of validity by means of correlation between the rubrics and generic competencies scores.]]></p></abstract>
<kwd-group>
<kwd lng="es"><![CDATA[LinkedIn Big Four]]></kwd>
<kwd lng="es"><![CDATA[rúbricas]]></kwd>
<kwd lng="es"><![CDATA[reclutamiento online]]></kwd>
<kwd lng="es"><![CDATA[Selección de personal online]]></kwd>
<kwd lng="en"><![CDATA[LinkedIn big four]]></kwd>
<kwd lng="en"><![CDATA[Rubrics]]></kwd>
<kwd lng="en"><![CDATA[online recruitment]]></kwd>
<kwd lng="en"><![CDATA[online selection]]></kwd>
</kwd-group>
</article-meta>
</front><back>
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