Hiring bias and the disabled interviewee: Effects of manipulating work history and disability information of the disabled job applicant

Ninety MBA students were randomly assigned to one of six experimental conditions in a 3(levels of disability) × 2(levels of employment history) design. Levels of disability (Physical, Psychiatric, and No Disability) and levels of employment history (Good and Poor) were manipulated by giving the subjects bogus information on a job application form prior to hearing a taped job interview. Subjects then rated the quality of the interview and stated the probability that they would hire the interviewee. Evaluations of the interview and hiring probabilities were different between the experimental groups. Implications and suggestions for future research are discussed.     

Behavioral Expression of Job Interview Anxiety

Purpose

The aim of this study was to investigate (a) the behavioral cues that are displayed by, and trait judgments formed about, anxious interviewees, and (b) why anxious interviewees receive lower interview performance ratings. The Behavioral Expression of Interview Anxiety Model was created as a conceptual framework to explore these relations.

Design/Methodology/Approach

We videotaped and transcribed mock job interviews, obtained ratings of interview anxiety and interview performance, and trained raters to assess several verbal and nonverbal cues and trait judgments.

Findings

The results indicated that few behavioral cues, but several traits were related to interviewee and interviewer ratings of interview anxiety. Two factors emerged from our factor analysis on the trait judgments—Assertiveness and Interpersonal Warmth. Mediation analyses were performed and indicated that Assertiveness and Interpersonal Warmth mediated the relation between interview anxiety and interview performance. Speech rate (words spoken per minute) and Assertiveness were found to mediate the relation between interviewee and interviewer ratings of interview anxiety.

Implications

Overall, the results indicated that interviewees should focus less on their nervous tics and more on the broader impressions that they convey. Our findings indicate that anxious interviewees may want to focus on how assertive and interpersonally warm they appear to interviewers.

Originality/Value

To our knowledge, this is the first study to use a validated interview anxiety measure to examine behavioral cues and traits exhibited by anxious interviewees. We offer new insight into why anxious interviewees receive lower interview performance ratings.

     

Perceptions of Nepotism Beneficiaries: The Hidden Price of Using a Family Connection to Obtain a Job

Purpose

This study tested competing predictions about the impact of nepotistic hiring on perceptions of nepotism beneficiaries, focusing specifically on the performance attributions made about nepotism hires. Of particular interest is how the qualifications of the family member compared to other applicants impacts perceptions of the nepotism hire.

Methodology

Two experimental studies, using scenarios that simulated the hiring process, were conducted. Participants reviewed materials describing the hiring process for a manager and then completed a questionnaire assessing their perceptions of the person hired.

Findings

Results showed that successful performance of nepotism beneficiaries was attributed more to political skills and relationships with upper management and less to ability and effort than was the case for non-beneficiaries and that they were perceived as less competent and as having fewer characteristics of successful managers. These negative perceptions occurred regardless of the family member’s qualifications.

Implications

This study contributes to our understanding of nepotistic hiring practices. More negative performance attributions and perceptions of competence for nepotism beneficiaries may hinder their effectiveness on the job. Knowledge gained from this study may help businesses who want to hire family members of current employees to manage this process more effectively.

Originality/Value

This is one of the first studies to examine the consequences of nepotistic hiring for nepotism beneficiaries and the first study to examine how nepotistic hiring effects the performance attributions made about nepotism beneficiaries. It is also the only study to empirically examine how the qualifications of the nepotism beneficiary influence others’ reactions to them.

     

The Influence of Applicant Communication Style and Interviewer Characteristics on Hiring Decisions1

This study examined the influence of the gender and communication style of job applicants, as well as the gender and sex-role stereotyping of interviewers, on hiring decisions. Fifty-six personnel officers viewed videotapes of simulated employment interviews, in which male and female candidates used either aggressive, assertive, or nonassertive styles of communication. Personnel officers rated job candidates on likeability, similarity to the officers themselves, and hireability. Interviewers were most likely to employ assertive applicants, and the sex-role stereotypes of interviewers did not influence their perceptions of these candidates. Sex-role beliefs, however, did affect evaluations of aggressive and nonassertive job applicants. Interviewers who were low in sex-role stereotyping were more likely to hire a nonassertive than an aggressive candidate, while interviewers with higher levels of sex-role stereotyping were more likely to hire aggressive candidates. For assertive candidates, judgments by the interviewers of the perceived similarity of the candidate to themselves and their liking for the applicant both influenced their decision to hire the candidate. For aggressive and nonassertive candidates, however, the interviewers' liking toward the candidate mediated the relationship between perceived similarity and hiring decisions.     

On winnowing: The impact of scarcity on allocators' evaluations of candidates for a resource

It was hypothesized that allocators unwittingly forge a relation between the availability of a resource and the worthiness of the applicants for that resource. In a simulation of an academic job search, graduate students were instructed to hire either 2 or 6 of 12 excellent candidates. Subjects spoke into a tape recordor reporting their initial reactions to each of the candidate's vitae, then made their hiring decisions, and rated the desirability of each of the candidates. Next, they were told they could now hire more of the applicants if they wished to do so. In a control condition, subjects were treated identically to experimental subjects in all aspects of the procedure but one—they did not anticipate and were not required to make hiring decisions. Instead, they rank ordered the applicants in terms of quality with the knowledge that “their department” wished to hire either 2 or 6 people. As hypothesized, subjects anticipating 2 appointments made fewer positive comments about the candidates on the audiotapes than did those anticipating 6 appointments; subjects in the experimental condition evaluated the candidates they hired more favorably than subjects in the control condition evaluated their own top-ranked candidates; subjects who were initially required to hire 2 candidates continued to employ fewer applicants than those who initially hired 6 when external hiring constraints were removed. The implications of the data for the review process in academic psychology journals were discussed.     

Lying on Job Applications: The Effects of Job Relevance,Commission, and Human Resource Management Experience

This research examined three factors related to misrepresentations on job applications: the job relevance of the information, the effects of overt misrepresentation compared to omission, and the impact of human resource (HR) management experience. Dependent measures included the extent to which misrepresentations were perceived as lies and influenced hiring intentions. In general, higher job relevance and overt misrepresentations increased the perception of misrepresentations as lies and decreased the hiring intentions. Further, persons with HR management experience were less likely to see misrepresentations as lies and more likely to hire applicants. Implications for future research and managerial practice are discussed.

Using uh and um in spontaneous speaking

The proposal examined here is that speakers use uh and um to announce that they are initiating what they expect to be a minor (uh), or major (um), delay in speaking. Speakers can use these announcements in turn to implicate, for example, that they are searching for a word, are deciding what to say next, want to keep the floor, or want to cede the floor. Evidence for the proposal comes from several large corpora of spontaneous speech. The evidence shows that speakers monitor their speech plans for upcoming delays worthy of comment. When they discover such a delay, they formulate where and how to suspend speaking, which item to produce (uh or um), whether to attach it as a clitic onto the previous word (as in "and-uh"), and whether to prolong it. The argument is that uh and um are conventional English words, and speakers plan for, formulate, and produce them just as they would any word.     

THE VOCABULARIES OF ACADEMIA

Abstract— It has been demonstrated that humanists are far more likely to use filled pauses ("uh,""ah," or "um") during their lectures than are social or natural scientists This finding has been interpreted in terms of the hypothesis that filled pauses indicate time out while the speaker searches for the next word or phrase Based on the assumption that the more options at a choice point, the more likely a speaker will say "uh," it is hypothesized that the humanities are characterized by richer vocabularies (i e, more synonyms) than are the sciences An analysis of the number of different words used in lectures and in professional publications indicates that this is indeed the case Scientists consistently use fewer different words than do humanists Further, the number of different words correlates positively with the frequency of saying "uh" during lectures These findings are not restricted to academics, for in newspaper accounts, journalists use fewer different words in stories about science than in stories about the arts     

Age Discrimination in the Evaluation of Job Applicants

This study investigated the nature of age discrimination against older job applicants. One hundred fifty‐six participants (102 students; 54 organization based) evaluated a hypothetical job applicant's (aged 33–66 years) work‐related competences and likelihood of being hired. Applicant age affected hiring decisions for both samples where there was a preference for hiring applicants aged 42–48 years. Applicants at both the older and younger ends of the continuum were less likely to be hired, with the oldest applicants (over 54 years) being the least likely to be hired. Although the applicants' age negatively affected evaluations of their trainability and sociability, the effect of applicant age on hiring evaluations was not mediated by these work‐related competencies, suggesting that age discrimination occurs via direct bias against older workers.     

Uncovering the Nuances of Referral Hiring: How Referrer Characteristics Affect Referral Hires’ Performance and Likelihood of Voluntary Turnover

The literature on employee referral hiring gives little attention to referrers. Synthesizing 2 theories in the literature (the better match and social enrichment accounts), through the lens of social resources theory, I provide a conceptual and empirical breakdown of the effects of referrer quality (referrer performance at hire and referrer tenure at hire) and posthire accessibility (referrer employment and referrer–referral hire job congruence) on referral hire performance and likelihood of voluntary turnover. I tested my hypotheses with longitudinal data from 386 referrer–referral hire pairs at the same job level in a U.S. call center over a 2‐year period. Across analyses of 2 performance criteria (calls/hour and quality) and likelihood of leaving, I found a nuanced mix of benefits and liabilities that illuminate potential boundary conditions of the revised theories. Referral hires from high‐performing referrers performed better but had higher turnover propensities than those from lower performing referrers. Longer‐tenured employees also produced better performing referral hires, up to a point. Referral hires were less likely to leave, provided their referrer remained employed, but they performed less effectively under this condition. Similarly, referral hires performed worse when their job was congruent with their referrer's job. Theoretical and practical implications are discussed.     

Seeing the mind behind the art. People can distinguish abstract expressionist paintings from highly similar paintings by children, chimps, monkeys, and elephants

Museumgoers often scoff that costly abstract expressionist paintings could have been made by a child and have mistaken paintings by chimpanzees for professional art. To test whether people really conflate paintings by professionals with paintings by children and animals, we showed art and nonart students paired images, one by an abstract expressionist and one by a child or animal, and asked which they liked more and which they judged as better. The first set of pairs was presented without labels; the second set had labels (e.g., "artist," "child") that were either correct or reversed. Participants preferred professional paintings and judged them as better than the nonprofessional paintings even when the labels were reversed. Art students preferred professional works more often than did nonart students, but the two groups' judgments did not differ. Participants in both groups were more likely to justify their selections of professional than of nonprofessional works in terms of artists' intentions. The world of abstract art is more accessible than people realize.     

Professional involvement in self-help groups for parents of high-risk newborns

Patterns of professional involvement and control in self-help groups were studied through a questionnaire completed by representatives of 63 self-help groups for parents of high-risk newborns located throughout the United States. Results indicated that when professionals began a group, they were likely to continue to maintain control over it. Groups controlled by professionals were more likely to utilize professional counseling as a form of support and less likely to provide outreach services to parents following hospital discharge of their infants. Group stability, growth, and innovation were associated with more consultation between parents and professionals in the planning process.     

多面Rasch模型在结构化面试中的应用

使用项目反应理论中的多面Rasch模型,对66名考生在结构化面试中的成绩进行分析,剔除了由于评委等具体测量情境因素引入的误差对原始分数的影响,得到考生的能力估计值以及个体水平的评分者一致性信息。对基于考生能力估计值和考生面试分得到的决策结果进行比较,发现测量误差的确对决策造成影响,对个别考生的影响甚至相当巨大。进一步使用Facets偏差分析以及评委宽严程度的Facets分析追踪误差源。结果表明,将来自不同面试组的被试进行面试原始成绩的直接比较,评委的自身一致性和评委彼此之间在宽严程度上的差异均将导致误差。研究表明,采用Facets的考生能力估计值作为决策的依据将提高选拔的有效性。同时,Facets分析得到的考生个体层次的评分者一致性指标,以及评委与考生的偏差分析等研究结果还可以为面试误差来源的定位提供详细的诊断信息     

Drop the Small Talk When Establishing Baseline Behaviour in Interviews

The present experiment investigated the behavioural patterns of interviewees when comparing their baseline behaviour, prior to the interview, with their behaviour during the investigative interview. Similar to what has been advised in the police literature, the truthful baseline behaviour was established prior to the interview through non‐threatening questions. The investigative part of the interview then followed in which the interviewee was aware that they would be assessed on whether they were lying. During the investigative part, interviewees either discussed the job that they had (truth tellers, n = 128) or pretended to have (liars, n = 115). Findings revealed that both liars and truth tellers' behavioural patterns differed between the baseline behaviour and the investigative part of the interview. The findings suggest small talk should not be used as a baseline comparison with the investigative part of the interview when determining if the interviewee is being deceitful. An alternative way of using a baseline lie detection method, the comparable truth method, is discussed. Copyright © 2014 John Wiley & Sons, Ltd.     

Rose colored webcam: Discrepancies in personality estimates and interview performance ratings

Companies increasingly use computer-controlled interviews as a less expensive and more efficient way to screen job applicants. Despite these advantages, this interview format may prevent evaluators from accurately judging an applicant’s personality traits, which, in turn, may influence hiring decisions. Two traits in particular, agreeableness and conscientiousness, have been found to predict performance in many occupational settings. In the current research, participants randomly were assigned to either a face-to-face (FTF) or computer-controlled (CC) mock job interview. Interviewees were rated by external observers as higher in conscientiousness and agreeableness when the interview was CC rather than FTF. In addition, observers rated interview performance more positively than did the interviewees themselves – particularly when the interview was CC. Finally, the discrepancy between self and observer judgments of the interviewees’ personality (in terms of agreeableness and conscientiousness) mediated the relation between interview format and the discrepancy between self and observer ratings of interview performance. These findings suggest that CC interviews have the potential to yield overly positive evaluations of interviewees, thereby biasing personality judgments and estimations of ultimate job performance.     

EXPERIENCED HIRING VERSUS COLLEGE RECRUITING: PRACTICES AND EMERGING TRENDS

Although much professional and managerial hiring involves experienced workers, previous recruitment research has focused almost exclusively on new college graduates. To remedy this imbalance, 251 staffing professionals were surveyed concerning experienced-versus-college hiring practices in their organizations. Results suggest that a majority of positions requiring a college degree are filled with experienced workers. Experienced hires are evaluated more highly than new graduates on most characteristics (understanding business, knowledge of competition, realistic expectations, technical skills, interpersonal skills, writing skills, work ethic, likelihood of success, personal ethics), although new graduates are evaluated more highly on open-mindedness and willingness and ability to learn new things. Higher proportions of experienced hiring are associated with organizational growth, short-term staffing strategies, older workforces, and less dynamic business environments. Perceived success of experienced hiring is associated with greater use of effective recruitment sources, older workforces, and more competitive salary offers.     

Preserving the Respondent’s Standpoint in a Research Interview: Different Strategies of ‘Doing’ the Interviewer

Much has been written on the respondent’s perspective but fewer studies have recognized that “perspectives other than those drawn from the discipline come into play for the interviewer” (Warren in Handbook of interview research, Sage, Thousand Oaks, CA, 2002: 84). In the article we show that the interviewer uses different strategies of identity management and different standpoints as resources to accomplish and account for one of the main interviewer’s duties, namely to achieve an “understanding of the world from the subjects’ points of view” (Kvale in Interviews: An introduction to qualitative research interviewing, Sage, Thousand Oaks, CA, 1996: 1). We examine instances in which the interviewer displays a “neutral” posture, showing adherence to her institutional identity, and instances in which she positions herself as an “embodied subject,” disclosing her personal involvement, stepping out of the role and displaying an identity and a standpoint in common with that of the interviewee. We show how such strategies of identity management (1) prompt either identification or divergence of viewpoints between the interviewer and the interviewees; (2) affect the degree of intimacy among participants and spontaneity in conversation. By means of these two strategies, we discuss, the interviewer accomplishes and accounts for her professional ability to understand the interviewees’ standpoints. In particular such strategies are two ways of accounting for an ethical relationship with the interviewees, which, respectively, emphasize either the impartiality or the reciprocity in understanding. Our purpose is not to suggest that one strategy is to be preferred on the other, but, rather, to illustrate how both the “neutral” and the “embodied” posture are situated practices through which the interviewer attempts to preserve the respondents’ viewpoint on the narrated events.     

Sexual Contact During and After Professional Relationships: Practices and Attitudes of Female Counselors

A national sample of female counselors (N = 377) was surveyed regarding sexual contact in professional relationships. Few respondents reported engaging in sexual contact either during or following professional relationships with clients, supervisees, or students. Individuals with doctoral degrees were more likely to have engaged in sexual contact with their own counselors, supervisors, or teachers. Counselors viewed sexual contact in current professional relationships as less ethical than contact in subsequent relationships, although relationships with former clients were seen as less ethical than relationships with former supervisees or students. Compared with male counselors from a previous study, female counselors were less likely to report sexual contact in their professional roles. Implications for research and training are discussed.