| Summary: | Purpose – LinkedIn is a popular and maybe the best job-oriented social networking site
(SNS) around the world. Numerous individuals (mostly, jobseekers), as well
as the companies (mostly, hiring organizations) have LinkedIn accounts. This
study intends to reveal the roles of LinkedIn-based skill endorsements
(LSEs) as well as LinkedIn-based hiring recommendations (LHRs) on the hiring
preferences (HPs) of Bangladeshi employers. Design/methodology/approach – The authors purposefully selected 388 valid respondents (employers) from
different Bangladeshi job sectors. Based on their responses, the authors
applied SPSS 25 for explanatory statistics and a “Covariance-based
Structural Equation Modeling (CB-SEM)” (with AMOS 25) to measure the
hypothesized associations. Findings – After appropriate analysis, the authors revealed a momentous positive role of
LHR on HP, whereas LSE was identified to have an inconsiderable role on
HP. Originality/value – In this empirical study, the authors tried to highlight the relatively
unattended area of Bangladeshi employers' HPs that can be affected by
LSEs and LHRs. The authors believe that this study will encourage the
researchers to unveil the impacts of LinkedIn-based profile characteristics
on job candidates' employability. This empirical study can also aid the
employers and policymakers to look for a new avenue for hiring competent
talents.
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