Applicant reactions and faking in real-life personnel selection

Faking may affect hiring decisions in personnel selection. All the antecedents of faking are still not known. The present study investigates the association between applicants' reactions about the selection procedure and their tendency to fake. The subjects (N = 180) were real-life applicants for a fire and rescue personnel school. After completing the selection process, the applicants filled out a questionnaire about their test reactions (Chan, Schmitt, Sacco & DeSohon, 1998b) and a faking scale, the Balanced Inventory of Desirable Responding (Paulhus, 1991). The results based on Structural Equation Modelling (SEM) indicated that the more positive reactions applicant had about the selection procedure the more impression management they had. The applicant reactions were not associated with self-deception.     

Applicant reactions to face-to-face and technology-mediated interviews: a field investigation

This field study examined applicant reactions (N = 802) toward face-to-face as compared with technology-mediated interviews (through videoconferencing or by telephone) for 346 organizations. Face-to-face interviews were perceived as more fair and led to higher job acceptance intentions than were videoconferencing and telephone interviews. Perceived interview outcomes were higher with face-to-face and telephone interviews over videoconferencing. Self-monitoring moderated the relationship between interview medium and perceptions of fairness. Specifically, this relationship was (a). positive for face-to-face, (b). negative for telephone, and (c). nonsignificant for videoconferencing interviews. Moreover, the number of offers an applicant received moderated the relationship between interview medium over, and perceived fairness. The relationship between number of offers and perceived fairness was positive for face-to-face and negative for technology-mediated interviews.     

Applicant Anxiety: Examining the sex‐linked anxiety coping theory in job interview contexts

The Sex‐linked Anxiety Coping Theory (SCT) suggests that anxiety should relate to performance more strongly for males than females. In Study 1, we examined how the theory applied to five interview anxiety dimensions (appearance anxiety, behavioral anxiety, communication anxiety, performance anxiety, and social anxiety) using actual job applicants. In general, females reported higher levels of each type of interview anxiety than did males. However, consistent with SCT, Overall Interview Anxiety, Appearance Anxiety, and Social Anxiety demonstrated stronger negative relations with interview performance for males than for females. Consistent with the SCT, in Study 2 we found that females had more effective coping orientations for job interviews than did males.     

Examining digital interviews for personnel selection: Applicant reactions and interviewer ratings

Digital interviews are a potentially efficient new form of selection interviews, in which interviewees digitally record their answers. Using Potosky's framework of media attributes, we compared them to videoconference interviews. Participants (N = 113) were randomly assigned to a videoconference or a digital interview and subsequently answered applicant reaction questionnaires. Raters evaluated participants’ interview performance. Participants considered digital interviews to be creepier and less personal, and reported that they induced more privacy concerns. No difference was found regarding organizational attractiveness. Compared to videoconference interviews, participants in digital interviews received better interview ratings. These results warn organizations that using digital interviews might cause applicants to self‐select out. Furthermore, organizations should stick to either videoconference or digital interviews within a selection stage.     

Emotional Intelligence in Personnel Selection: Applicant reactions,criterion, and incremental validity

In two studies, based on four samples and more than 600 participants, the authors examined applicant reactions, criterion and incremental validity, and differential prediction of emotional intelligence (EI) in personnel selection using the Mayer–Salovey–Caruso Emotional Intelligence Test. The first study examined applicant reactions in terms of face validity and fairness evaluation of the EI test. The second study examined across three samples (salespeople, front‐desk public employees, and hospital chief executive officers) the criterion validity, incremental validity, and differential prediction of EI. Results suggest that the EI test is perceived as a fair selection tool, and is predictive of performance. The EI test has incremental validity over cognitive abilities and personality (big five) when predicting subjective and objective performance criteria. Based on these results, the authors encourage further research on the use of EI in selection settings.     

Applicant Reactions to Selection Methods in China

This study examines applicant reactions to ten popular selection methods in China. Using a sample of 294 graduates we found that Chinese applicants’ reactions were highly favorable for work sample tests, interviews, and written ability tests, whereas Guanxi (i.e., relying on personal contacts when applying for a job) and graphology were perceived as the least favorable selection methods. Guanxi was also perceived as significantly less fair method compared with all others on all seven procedural dimensions studied. These findings suggest that Guanxi as an informal selection channel might threaten the fairness of personnel selection in China. Implications for the design of selection systems in Chinese companies are discussed, and ramifications for future research into applicant reactions are considered.     

A process dissociation approach to objective-projective test score interrelationships

Even when self-report and projective measures of a given trait or motive both predict theoretically related features of behavior, scores on the 2 tests correlate modestly with each other. This article describes a process dissociation framework for personality assessment, derived from research on implicit memory and learning, which can resolve these ostensibly conflicting results. Research on interpersonal dependency is used to illustrate 3 key steps in the process dissociation approach: (a) converging behavioral predictions, (b) modest test score intercorrelations, and (c) delineation of variables that differentially affect self-report and projective test scores. Implications of the process dissociation framework for personality assessment and test development are discussed.     

Item difficulty of the tactual performance test location score.

The item difficulty and discrimination index values for the Tactual Performance Test Location scores are presented. The difference between this and the previous item analysis of the Location score is that in this analysis the subjects' Location scores were used only if the subject correctly remembered the block.     

Detection and criterion change associated with different test contexts in recognition memory

Three groups of physics Ss and three groups of arts Ss viewed 20 physics words (PWs) and 20 common words (CWs) in a randomly ordered inspection sequence. Ss were then assigned to one of three recognition test conditions where the inspection items were embedded in different sequences of 120 additional words (60 PWs + 60 CWs; 100 PWs + 20 CWs, 20 pWs + 100 CWs). Signal-detection and Luce analyses examined the effects of the different test contexts on Ss′ true sensitivity and response bias. While all Ss found detection of PWs easier than CWs, these judgments varied according to the properties of the recognition sequences. This latter finding was interpreted as indicating that Ss adopted a conservative and probabilistic strategy for the recognition task as a whole rather than utilizing different strategies for PWs and the CWs where these would result in superior overall performance.     

Recognizing words and pictures in sentence contexts: a test of lexical modularity

Words or pictures completed sentence fragments to form coherent or incoherent sentences. Subjects made lexical decisions about words and object decisions about pictures. Modality was blocked in Experiment 1 and mixed in Experiment 2. In both experiments there were similar effects of context for words and pictures, contrary to the hypothesis that lexical priming produces the sentence context effect. Mixed conditions produced longer response latencies than blocked conditions but did not interact with the context effect. The finding of no interaction between the effect of context and the mixed-blocked manipulation, supports a version of lexical modularity in which context effects arise as a function of post-access integration processing.     

Interviewers' Decisions Related to Applicant Handicap Type and Rater Empathy

The purposes of this study were to investigate whether different types of physical handicaps are reacted to differently by raters and to determine the effects of rater empathy on evaluations of handicapped applicants. Seventy undergraduates were randomly assigned to one of five experimental conditions, each of which viewed a single videotape simulation of an employment inter- view. The five videotapes involved an applicant who was: in a wheelchair, using Canadian crutches, hard of hearing, a leg amputee, or a nonhandicapped control. Prior to viewing the videotape, each rater's level of empathy was as- sessed using the Hogan Empathy Scale (Hogan, 1969). Results indicated that the applicant using Canadian crutches was rated significantly higher than all other applicants on a Positive Affect Scale, and significantly higher than the applicant who was hard of hearing on an Applicant Qualification Scale. There was a significant inverse relationship between rater empathy and the ratings given on both scales. Interpretation and suggestions for future re- search are discussed.     

Reporting discrimination in public and private contexts.

The authors tested the hypothesis that members of stigmatized groups would be unwilling to report that negative events that occur to them are the result of discrimination when they are in the presence of members of a nonstigmatized group. Supporting this hypothesis, women and African Americans were more likely to report that a failing grade assigned by a man or a European American was caused by discrimination, rather than by their own lack of ability, when they made the judgment privately and in the presence of a fellow stigmatized group member. However, they were more likely to indicate that the cause of the failure was lack of ability, rather than discrimination, when they expected to make these judgments aloud in the presence of a nonstigmatized group member.     

Statistical approaches to achieving sufficiently high test score reliabilities for research purposes

The author provides statistical approaches to aid investigators in assuring that sufficiently high test score reliabilities are achieved for specific research purposes. The statistical approaches use tests of statistical significance between the obtained reliability and lowest population reliability that an investigator will tolerate. The statistical approaches work for coefficient alpha and related coefficients and for alternate-forms, split-half (2-part alpha), and retest reliabilities. The author shows that, in some instances, a formula can help to estimate the sample size necessary for the statistical test.     

Applicant Reactions to Selection Procedures: An Updated Model and Meta-Analysis

An updated theoretical model of applicant reactions to selection procedures is proposed and tested using meta-analysis. Results from 86 independent samples  ( N = 48,750)  indicated that applicants who hold positive perceptions about selection are more likely to view the organization favorably and report stronger intentions to accept job offers and recommend the employer to others. Applicant perceptions were positively correlated with actual and perceived performance on selection tools and with self-perceptions. The average correlation between applicant perceptions and gender, age, and ethnic background was near zero. Face validity and perceived predictive validity were strong predictors of many applicant perceptions including procedural justice, distributive justice, attitudes towards tests, and attitudes towards selection. Interviews and work samples were perceived more favorably than cognitive ability tests, which were perceived more favorably than personality inventories, honesty tests, biodata, and graphology. The discussion identifies remaining theoretical and methodological issues as well as directions for future research.     

Applicant Reactions to Personality Tests: Effects of Item Invasiveness and Face Validity

In a simulated employee selection exercise, two hundred and ten participants responded to a personality test that varied in terms of item invasiveness and item face validity. A third factor of empirical job-relatedness was manipulated via test instructions. Reactions to the test, the organization, and behavioral intentions about accepting a job offer were measured. Results indicated that item invasiveness and face validity interacted in the prediction of all dependent variables. Specifically, item invasiveness affected the dependent variables only when face validity was low. Implications for the use of personality tests and integrity tests were discussed.     

The Role of Attributions and Fairness in Understanding Job Applicant Reactions to Selection Procedures and Decisions

Purpose

Drawing mainly upon Applicant Attribution-Reaction Theory (AART), we clarify and underscore the role of attribution dimensions (personal control, external control, and stability) in forming applicant fairness perceptions, attitudes, and behavioral reactions.

Design/Methodology/Approach

Students seeking (or about to seek) jobs (N = 264) participated in an experimental study in which procedural justice rules and outcome favorability (selected or rejected) were manipulated. Participants reported their attributions, fairness perceptions, and behavioral intentions. Hypotheses were tested through SEM and bootstrapping.

Findings

Applicant attributions were predicted by outcome favorability and the extent to which the interview process satisfied/violated procedural justice rules. In line with AART, process fairness perceptions mediated relationships between applicant attribution dimensions and both organizational perceptions and behavioral intentions.

Implications

Organizations should satisfy justice rules in employee selection processes because such rules affect applicant attributions, which in turn predict perceptions and behavioral intentions. In addition to identifying antecedents and consequences of fairness perceptions, antecedents and consequences of applicant attributions should be investigated, as both relate to important organizational outcomes.

Originality/Value

This study is one of a very few to test propositions from AART. Through an experimental design of high internal validity, we show that outcome favorability and the satisfaction/violation of justice rules predict job applicant attributions (personal control, external control, and stability). We further show that applicants’ attributions explain unique variance in their perceptions of the employing organization and in their behavioral intentions (e.g., recommend organization to others; litigate) beyond that explained by selection outcome and fairness perceptions.