Research shows that you should let consumers’ photos speak for your business

 The advance of technology and the widespread adoption of smartphones and handheld devices in recent years have enabled us to publish our experience about a product or service through online photo or video sharing and provide a review.

Online review websites have also updated their features, making it easier for consumers to attach pictures or videos to their reviews. As both consumers and businesses adapt to the new photo-sharing trend, it becomes crucial to expand our knowledge regarding user-generated photos’ (UGPs’) effect on online reviews.

An empirical study about user-generated photos

I worked with a research team in an interdisciplinary project to assess UGPs’ effects on the helpfulness of hotel reviews. We published our findings in the Journal of Hospitality and Tourism Research. The paper is entitled “Let photos speak: The effect of user-generated visual content on hotel review helpfulness.”

The hypotheses

We drew from the media richness theory and advanced five hypotheses for statistical analysis, including:

1. Online reviews attached with UGPs have significant positive effects on review helpfulness.
2. Online reviews attached with UGPs containing more guestroom objects are rated as more helpful than those containing fewer guestroom objects.
3. Online reviews attached with UGPs containing more F&B (food & beverage) objects are rated more helpful than those containing fewer F&B objects.
4. UGPs’ positive effect on review helpfulness is stronger for lower-priced hotels than higher-priced hotels.
5. UGPs’ positive effects on review helpfulness are stronger for negative reviews than positive reviews.

The data and the analysis

We used a Python-based web crawler to collect the data needed for hypothesis testing from Qunar.com, one of the largest online travel agent (OTA) sites in mainland China. The data covered 12,138 hotels in Beijing, with about 1.16 million valid reviews and over 464,000 photos published by close to 900,000 users between January 2014 and April 2018. In this sample, about 9.84% (114,000) reviews were attached with UGPs.

We adopted YOLOv3 (You Only Look Once version 3), a real-time object detection algorithm, to identify the guestroom and F&B objects in UGPs. The top 10 guestroom objects identified include bed (15.34%), chair (14.55%), TV (6.23%), sink, toilet, couch, clock, remote control, refrigerator, and laptop.

The top 10 F&B objects included bottle (8.45%), cup (4.39%), bowl (2.82%), dining table, microwave, spoon, wine glass, oven, cake, and knife. Compiling with other numerical data, such as the number of helpfulness votes a review received, star rating of a review, etc., we then tested the hypotheses in a series of linear regression models.

The results

Our analyses confirmed the user-generated visual content’s positive effects on review helpfulness. Moreover, consumers rated UGPs with more product-specific images more helpful than those with fewer product-specific images (guestroom or F&B objects for a lodging product in this case). Such a positive effect becomes more salient for lower-priced hotels (than higher-priced hotels) and reviews with lower ratings (than reviews with higher ratings).

What do the research findings mean?

Besides this study’s theoretical contributions, the research findings provide a few specific practical implications for hotel managers, web admins managing online review platforms, and the consumers relying on online reviews for decision-making. Here, it is imperative to note that the following actionable suggestions are exclusive content only available in this viewpoint article but not in the original journal publication.

Hotel managers

• Strategically respond to selected reviews with UGPs.
• Respond to most, if not all, reviews with more guestroom objects in UGPs.
• For hotels with various F&B offerings, respond to the reviews with more F&B objects in UGPs.
• It is unnecessary for hotels with limited F&B offerings to pay attention to the reviews with F&B objects in UGPs.
• For hotels of a lower price, make every attempt to answer reviews with UGPs.
• Make sure to respond to reviews of lower ratings and with UGPs.

Web admins in online review platforms

• List those consumer reviews with UGPs at the top, allowing easy access for potential customers.
• Promote the reviews with more guestroom objects in UGPs, regardless of how many F&B offerings a hotel has.
• Promote the reviews with UGPs containing more F&B objects for the hotels with various F&B offerings.
• Cross-list or promote the reviews with more F&B objects in UGPs for the hotels even when internet users search for restaurant reviews.
• It is unnecessary to promote reviews with F&B objects in UGPs for the hotels with minimal F&B offerings.
• Highlight the reviews with UGPs, especially for the hotels of a lower price.
• Display the ones with UGPs first when internet users want to check out the negative reviews.

Consumers using online review websites

• Pay attention to the information conveyed in the reviews with UGPs in general.
• Pay even more attention to the reviews with UGPs that show more guestroom objects.
• Quickly skip the online reviews with UGPs showing more F&B objects if a hotel has limited F&B offerings or if the traveler does not plan to use the F&B services offered in the hotel.
• Pay attention to the reviews with UGPs that show more F&B objects only when the traveler also wants to use the hotel’s F&B services.
• In a search for hotels of a lower price, make sure to check out the reviews with UGPs carefully.
• When browsing through a hotel’s reviews for decision-making, pay special attention to those reviews of lower ratings and with UGPs.

The conclusion

Although our work is not without limitations, our analysis with an integrated analytical model that incorporates both econometric analysis and image-processing techniques yielded additional insights about user-generated visual content’s effect on online reviews. Once again, this study shows that a picture is indeed worth a thousand words.

How much attention do you pay to the pictures or videos attached to online reviews? Are those reviews attached with pictures or videos more influential in your decision-making? If so, in what way?

Note: This post was first published on MultiBriefs.com; The picture was also downloaded from MultiBriefs.com. 

How job seekers’ social media profiles affect employability: Evidence from a research study

 

Social media plays an increasingly important role in recruitment and employee selection. Recruiters are tempted to check on job candidates’ social media profiles (SMPs) because SMPs could reveal more dynamic information about the candidates than their resumes alone. 

By checking the candidates’ SMPs, recruiters can discover their real personality, which cannot be easily achieved even through job interviews. Meanwhile, hiring managers can also assess job candidates’ social capital based on the size and the composition of their social networks.  

The study

 

To investigate how social media may affect recruiters’ hiring decisions, Antonio Muñiz, who graduated from the master’s program at the Collins College of Hospitality Management, Cal Poly Pomona, and I conducted a qualitative study together. We published our work in the Journal of Hospitality and Tourism Management. This research answers:     

The two research questions

 

1. What information or job candidate’s personality traits revealed on their SMPs gets the hiring managers’ attention?  
2. How do such information or job candidates’ personality traits revealed on their SMPs affect managers’ hiring decisions?

 

The research method

 

We conducted 11 semi-structured interviews in 2018 with 11 managers in major hospitality companies, representing the restaurant, hotel, country club, even planning, and managed foodservice sectors. On average, these 11 managers had 19 years of work experience in the hospitality industry. They made hiring decisions, ranging from hiring two to 18 candidates a month. Following the suggestions of ensuring a qualitative study’s trustworthiness, we firstly recorded and transcribed the interviews. We then performed a content analysis of the qualitative data. Finally, we reported the narrative results with direct quotes from the informants. 

 

Finding 1: The recruiting channels and legal considerations

 

The informants rated Indeed and LinkedIn the preferred websites for recruitment and selection. Surprisingly, none of them were aware of any policies issued by their companies about using social media in screening and selection. Many informants also held reservations about using social media in screening because of privacy concerns, the uncertainty of the information revealed from the candidates’ SMPs, legal compliance, and time constraints. 

 

Finding 2: LinkedIn is the preferred platform

 

About half of the informants used LinkedIn in screening. Only one informant admitted that s/he screened candidates’ other SMPs besides LinkedIn. That is, s/he also looked at candidates’ posts, videos, and pictures on Facebook, Twitter, and Instagram. 

 

Finding 3: The preferable content on social media

 

Most informants favored pictures about food, catering, and events, news articles, and organizational social activities. Having a clear headshot/smiling, professional/appropriate content, positive/motivational content, and activities in general were mentioned once or twice only. 

 

Finding 4: The unfavorable content on social media

 

Inappropriate language or content, negative posts, personal information on LinkedIn, and anything discriminatory came to the top. 

 

Finding 5: The influential traits that may affect recruiters’ hiring decisions

 

Of the Big Five personality traits, hospitality managers looked for extroversion, conscientiousness, and agreeableness. Additionally, leadership potentials, professionalism, a good match, the current position held, as well as skills and endorsements, can be influential. 

 

Finding 6: How candidates’ SMPs affect employability

 

Unfavorable content seemed to have a more substantial influence than favorable content. As far as a candidate’s starting salary is concerned, the informants only factored in the candidates’ skills and experience. 

 

The implications

 

Besides the research’s theoretical contributions, the findings provide helpful, practical implications for businesses, hiring managers, job seekers, and career counselors. We recommend: 

 

• Organizations should develop clear guidelines about using social media in recruitment and selection. 
• For a minimum, Organizations must provide guidelines or assessment rubrics that are specific to LinkedIn. 
• Hiring managers are advised to follow the company’s guidelines and policies if provided. 
• Hiring managers need to justify why and how SMPs are used in screening if no guidelines or policies are provided. 
• Job seekers are highly encouraged to build a complete LinkedIn profile with a professional picture that projects their personality. 
• Job seekers may consider sharing favorable content and should avoid the unfavorable content on their SMPs. 
• If possible, job seekers should have their LinkedIn profile and other SMPS critiqued by their friends, co-workers, and career advisors, as what they would do on their resumes and other application materials. 
• Career counselors should teach job seekers how to build professional SMPs, with specific examples of how they may strategically display the desired content favored by recruiters. 

 

Do job seekers need even more impeccable social media profiles during the pandemic? 

 

This study was conducted in 2018 before the pandemic hit the economy with numerous long-term effects. Nevertheless, I expect that job seekers’ SMPs may play an even more significant role in influencing recruiters’ hiring decisions for two reasons. On the one hand, more people are forced to leave their jobs, making it more challenging to secure a job offer in a competitive job market. On the other hand, more companies let their employees work from home permanently. The traditional screening methods, such as face-to-face job interviews in the workplace, may no longer be an option for hiring managers. 

 

Back in May 2020, it is reported that 84% of recruiters were adapting to new hiring practices that facilitate remote exchanges. Among them, 58% used LinkedIn, Facebook, and even Instagram to connect with potential hires. It is also believed that job candidates’ digital presence will matter even more in 2021 and beyond. 

 

Lastly, it is important to note that the above results were generated from 11 qualitative interviews. Although we took careful measures to ensure this qualitative inquiry’s trustworthiness, the results may not be generalized in other settings. Instead, this study’s strength relies on its in-depth, narrative results reported by those purposefully selected informants who have abundant first-hand experience of screening job candidates. 

Do you believe that people’s digital reputation is critical in a job search? How important are job candidates’ SMPs in helping them secure a job offer? 

Note: This post is also available on MultiBriefs.com; the picture was downloaded from ConstructionExec.com.