The effect of applicant influence tactics on recruiter perceptions of fit and hiring recommendations: a field study

The present study examined the effect of applicant influence-tactic use on recruiter perceptions of fit. Two tactics, ingratiation and self-promotion, were expected to have positive effects on recruiter perceptions of fit and on recruiter hiring recommendations. In addition, the authors expected recruiter fit perceptions to mediate the relationship between applicant influence tactics and recruiter hiring recommendations. Results suggested that ingratiation had a positive effect on perceived fit and recruiter hiring recommendations (and indirectly, on receipt of a job offer). In addition, perceived fit mediated the relationship between ingratiation and hiring recommendations. The effects of self-promotion on fit and hiring recommendations were generally weak and nonsignificant. Implications and directions for future research are discussed.     

Individual Determinants of Behavioral Intentions: What tells us that practitioners really want to change hiring strategies?

The current study investigated hiring managers' intentional readiness to change hiring procedures as a function of individual determinants, such as their self‐efficacy beliefs, causal attributions, and past behaviors. Hiring managers from three large organizations were recruited to participate and provide information about their current hiring processes and personal experiences. Results showed that self‐efficacy beliefs had a strong negative relationship with intentional readiness to change. Managers' past behavior, in terms of use of unstructured interviews and external attributions of failure, were negatively associated with intentional readiness to change, while use of unstructured interviews and external attribution of success were positively associated with intentional readiness to change. Furthermore, the interactive effect of causal attribution and use of selection methods played a significant role in explaining intentional readiness for change. The results indicated that recruiting managers who preferred using unstructured interviews and attributed failures to external causes were less willing to change hiring practices than those who made less use of unstructured interviews and explained their failure externally. Implications and limitations are discussed.     

Popular or unpopular? Therapists' use of structured interviews and their estimation of patient acceptance

An accurate diagnosis is an important precondition for effective psychotherapeutic treatment. The use of structured interviews provides the gold standard for reliable diagnosis. Suppiger et al. (2009) showed that structured interviews have a high acceptance among patients. On a scale from 0 (not at all satisfied) to 100 (totally satisfied) patients rated overall satisfaction with a structured interview at M = 86.55. Nevertheless, therapists rarely seem to use structured interviews in clinical practice. The aim of this study was to assess how frequently therapists use structured interviews in daily practice. Secondly, we hypothesized that therapists underestimate patient acceptance of structured interviews. As a third goal, we explored further reasons why therapists choose not to use structured interviews. We conducted an online survey of 1,927 psychiatrists and psychotherapists in Switzerland and asked them how frequently they used structured interviews and how they estimated patient satisfaction with these interviews. Furthermore, we asked therapists why they chose to use or not use structured interviews. Therapists reported using structured interviews on average with about 15% of their patients. Furthermore, therapists estimated significantly lower patient acceptance than patients themselves indicated (M_therapist = 49.41, M_patient = 86.55). Our data suggest lack of familiarity with these instruments as well as an overestimation of the utility of open clinical interviews as further reasons for not using structured interviews.     

Clients’ perceptions of personal psychotherapy or counselling for therapists

The purpose of this study was to examine clients’ opinions of therapists’ personal use of psychotherapy or counselling. Participants in this study, a nationwide sample of clients recruited through Amazon’s MTurk system, were asked to complete an online survey assessing their attitudes towards treatment use by therapists as well as their general attitudes towards psychological help-seeking and perceptions of stigma (social and self) with psychological treatments. In this study, we found that clients generally had positive views about therapists’ personal use of psychotherapy or counselling. Although overall positive attitudes were found, the results from repeated measures ANOVAs indicated that attitudes depended somewhat on whether the therapist had sought out treatment as part of a training requirement for self-enrichment, or for the treatment of a psychological problem. In addition, participating clients were less supportive of therapists disclosing a treatment use history with their clients. Regression analyses also indicated that attitudes towards treatment use by therapists were significantly predicted by general help-seeking attitudes and perceptions of stigma (social and self), but attitudes towards disclosure were not. The findings from this study have important implications regarding therapist treatment use and disclosure in practice.     

I Heard That … : Do rumors affect hiring decisions?

Misinformation can have a negative impact on decision making. Little empirical attention has, however, been given to the effect of rumors, a type of misinformation, on person judgments. Although rumors have been shown to affect other areas of organizational functioning (e.g., corporate reputation, employee morale), there is a lack of research investigating how rumors may influence hiring decisions. This study argues why rumors may influence hiring decisions by drawing from attribution, social judgment, and judgment and decision making theories, and provides an experimental investigation of this argument. Although participants reported not believing and being less likely to use the rumor, rumors were not discounted when determining if an individual should be hired. In short, results suggest that rumors impacted hiring decisions.     

The role of automatic obesity stereotypes in real hiring discrimination

This study examined whether automatic stereotypes captured by the implicit association test (IAT) can predict real hiring discrimination against the obese. In an unobtrusive field experiment, job applications were sent to a large number of real job vacancies. The applications were matched on credentials but differed with respect to the applicant's weight. Discriminatory behavior was quantified by the extent to which the hiring managers invited normal-weight versus obese applicants to a job interview. Several months after the behavioral data were obtained, the hiring managers completed an obesity IAT and explicit hiring preference measures. Only the IAT scores reliably predicted interview decisions. More specifically, hiring managers holding more negative automatic stereotypes about the obese were less likely to invite an obese applicant for an interview. The present research is the first to show that automatic bias predicts labor market discrimination against obese individuals. Practical implications are discussed.     

Exploring Master Therapists’ Use of Power in Conversation

Various theoretical approaches to therapy place different emphases on the use of power in therapy. In this study, we explore six master therapists’ use of power via communicational control for theoretical consistency. Results indicate that all therapists, regardless of their stance on power, use the role of therapist to exert power in an initial therapy session. Master therapists, in general, did appear to be theoretically consistent with their stated philosophies of therapy. Suggestions for future studies exploring power therapists have are included.     

Understanding the social emotional practices of therapists

Emotions are central to the therapy process and skilful use by therapists of client emotion is an essential catalyst to client change. However, the contribution of emotion to the therapy process and how therapists’ social emotional skills are incorporated into psychological practice is still unclear. Using a statistical method for mapping psychological constructs, therapists’ social emotional skills were transformed into a “map” with three spatial dimensions, which was supported by comparative reliability checks. The nature of social emotional skills was further investigated by administering a Q-Sort of emotional practice items to 47 therapists. Ten highly applicable clusters of social emotional skills across seven style patterns with therapists were identified. Tentative links were drawn between demographic data and both clusters and therapist styles. These findings suggest therapists’ social emotional skills can be organised into meaningful clusters and that therapists can be styled according to their responses across these clusters. Furthermore, gaps identified in the model suggest possible “blind spots” in the literature. The implications of these findings are significant for training and practice.     

CORRECTING THE 16PF FOR FAKING: EFFECTS ON CRITERION-RELATED VALIDITY AND INDIVIDUAL HIRING DECISIONS

The effects of correcting a personality measure for faking were evaluated within an organizational context. Two possible repercussions of score correction were studied using the 16PF personality inventory: the effect on criterion-related validity and the effect on individual hiring decisions (i.e., which applicants would or would not be hired). Results indicated that correction for faking had little effect on criterion-related validity. However, depending on the selection ratio, correction of scores would have resulted in different hiring decisions than those that would have been made on the basis of uncorrected scores. Implications for organizations using personality measures for selection and recommendations regarding the use of faking corrections are discussed.     

Implicit and explicit age cues influence the evaluation of job applications

In the hiring process, older job seekers are often at a disadvantage when compared to younger job seekers: They receive less callbacks to applications, less invitations to job interviews, and fewer job offers. This phenomenon has often been demonstrated by varying explicit cues such as the date of birth. Less studied, but also influential are implicit age cues (e.g., age-stereotypic characteristics or activities in applicant profiles). Across a series of three studies, we addressed both forms of age cues in job applications. We explored the influence of explicit age information (20 years or 60 years) and implicit age profiles (age-neutral, young, or old job-relevant characteristics) on hiring decisions in hypothetical scenarios and tested the effect of a short anti-discrimination prompt. Applicants’ age (i.e., the explicit age cue) reduced the hiring likelihood ratings irrespective of implicit age profiles. The implicit age profiles influenced the hypothetical hiring decisions by their age association and by the stereotypical relevance of individual characteristics (e.g., charismatic as an age-neutral characteristic is stereotypically relevant for a leadership position). Applicants with an implicit old profile were less likely hired than applicants with an implicit young profile when the hiring goal was to increase profit and when no particular job status was specified. The anti-discrimination prompt significantly reduced age discrimination. Ageism in the hiring process is not only a matter of explicit age cues, but also of implicit age cues. Raising awareness for ageism and prompting to disregard age could well diminish discriminatory behavior also in real hiring decisions.     

Therapists' Use of DBT: A Survey Study of Clinical Practice

The purpose of this study was to examine how therapists conduct Dialectical Behavior Therapy (DBT) individual psychotherapy with clients, focusing on clinical factors that could account for decisions regarding modifications of DBT (e.g., client diagnosis, therapist theoretical orientation, and intensity of DBT training). Additionally, the study investigated how therapists integrate DBT into their primary approach to therapy. Greater adherence to the DBT protocol was reported by therapists who described using DBT with a client with a diagnosis of borderline personality disorder. More frequent use of DBT components (i.e., group skills training, consultation teams, and telephone consultation) was reported by therapists who viewed their therapy as being guided by an applied behavior analysis/radical behavioral theoretical orientation and by therapists who had received intensive DBT training. Most therapists reported using DBT skills in their non-DBT work, with non-cognitive-behavioral therapists more likely to introduce mindfulness skills.     

Competing Conceptions of Justice: Faculty Moral Reasoning About Affirmative Action

College faculty (N = 115) were recruited to investigate the influence of moral reasoning on hiring decisions about affirmative action dilemmas. Participants completed the Defining Issues Test (DIT), a standard test of moral reasoning, a measure that presented two hypothetical moral dilemmas about affirmative action that manipulated candidates' race and moral issues, and a scale evaluating the use of external norms versus self-chosen principles. Results indicated that moral issue but not race of a minority candidate affected hiring decisions. Faculty used greater percentages of principled reasoning when solving the more salient affirmative action dilemmas than when solving the hypothetical dilemmas of the DIT. Higher scores on the DIT were related to the use of principles rather than norms when making hiring decisions. Findings suggest that faculty decisions about hiring a hypothetical affirmative action candidate are more influenced by moral reasoning level and competing conceptions of justice than racial bias or ambivalence.     

Therapists’ and clients’ perceptions of routine outcome measurement in the NHS: A qualitative study

Primary objective: This is the first qualitative study that elicited the perceptions of both psychological therapists and their clients in the use of Clinical Outcomes in Routine Evaluation with computer software (CORE‐Net), where instant visual feedback for session tracking was given on a computer screen in the therapy room at each therapy session. The study also examined how therapists viewed its potential value in supervision and provides suggestions for improving training. Research design: The study adopted a convenience sample of four therapists in a primary care counselling setting (PCC – General Practitioner referrals) who were experienced in using CORE‐Net, and five therapists in an NHS employee/occupational support counselling service (OH) who had just begun to use CORE‐Net for session tracking with 10 of their clients. Method: A qualitative methodology was used and interview data were collected from the therapists via focus groups; the clients were interviewed individually face to face. All data was analysed inductively. Findings: The study identified six overarching themes: (i) therapists were initially anxious and resistant; (ii) therapists adapt ‘creatively’; (iii) outcome measures help the client/therapist relationship; (iv) clients perceive visual measures as helpful; (v) CORE scores inform supervision; and (vi) proper and ongoing training/support of therapists is necessary. The main limitations are comparability of data and the generalisabilty of results. Conclusions: The implementation of routine outcome measurement (ROM) is a challenge but can be made easier with proper training and supervision. Clients appear happier than their therapists when routine outcome measurement is used.     

Therapist + Social Media = Mental health influencer? Considering the research focusing upon key ethical issues around the use of social media by therapists

Current ethical guidelines for therapists who make use of social media are very limited. As a consequence, they leave much open to interpretation by professionals, an openness that may place the public and professionals at risk. This is particularly of note as therapists are increasingly making use of social media and many professionals are taking on roles as mental health influencers, both purposefully and without realising. Such developments raise many important ethical issues including considerations around influencer competency, integrity, the maintenance of confidentiality and risk management. These issues are briefly discussed in this paper alongside related current research focusing upon them. It is concluded that, despite the existence of ethical guidelines focusing upon social media use by therapists, current research suggests that therapists are not consistently following these guidelines. Moreover, it is argued that researchers and professional bodies, and their associated good practice guidelines, need to keep abreast of new developments to account for changes in social media usage.     

Using Technology to Promote Therapist Use of Exposure Therapy for Childhood Anxiety Disorders: A Randomized Pilot Study

Increasing the use of exposure by community therapists during the treatment of childhood anxiety disorders is critical to improving the quality of available treatment. The aim of the current study was to investigate whether a brief training in the delivery of an exposure-focused and technology-assisted treatment protocol increased community therapist openness to exposure therapy, use of exposure in treatment, and improvement in patient symptoms. Participants were 17 therapists recruited from a large health system to provide outpatient therapy to 32 youth ages 8–18 (M = 12.13, 78.1% girls) with treatment as usual or with the Anxiety Coach application (AC-app). Consistent with two of three hypotheses, therapists in the AC-app condition increased their openness to, and use of, exposure—however, these changes did not translate into improved therapeutic outcomes. Comparisons to benchmark studies suggest that the community therapists did not implement enough in vivo exposure of sufficient intensity or include parents enough to improve outcome. Results support the ability of exposure-focused treatment protocols to increase community therapists’ use of evidence-based treatment and suggest that future efforts should focus on improving the quality, in addition to quantity, of therapist-delivered exposure.     

What we say we do: results of the 1997 UK Association of Family Therapy Members Survey

This study represents the first UK national survey of family therapists and systemic practitioners. The aim was to provide demographic information of systemic practitioners/family therapists and also to describe their clinical practice. The sampling frame used was the UK Association of Family Therapy membership list and all members were sent a postal questionnaire. The response rate was 33% with 495 out of 1500 questionnaires returned. Among the major findings were: systemic practitioners/family therapists are most likely to work for an NHS trust, to use family therapy techniques/systemic ideas predominantly, and to treat a broad range of client issues. They are also most likely to work with families, and therapy is relatively short term (five to eight sessions) regardless of whether they treat families, couples or individuals. Most family therapists/systemic practitioners use some measure of outcome, although frequently this will be feedback from clients. Supervision is sought by the majority of AFT members. In spite of some methodological limitations, the study provides interesting insights into the training and practice of UK family therapists and systemic practitioners which appears to differ in some respects from our American colleagues. It also provides a baseline for future surveys, making it possible to describe the developments of family therapy and systemic practice in this country.     

The Soul of Therapy: The Therapist’s Use of Self in the Therapeutic Relationship

This paper is based on the premises that the conscious, active and purposeful use of self by the therapist in the therapeutic process is an essential aptitude in establishing an effective therapeutic relationship, and that this therapeutically purposeful use of self can and should be incorporated in the training of all therapists in a explicitly systematic manner. The paper will attempt to identify the contributions of the “what and how” the use of self by therapists contributes to the therapeutic process. First of all, therapists’ use of self is meant to be viewed as a Common Factor as defined by Sprenkle, Davis & Lebow (2009), which is a perspective about the effectiveness of therapy that “asserts that the qualities and capabilities of the person offering the treatment are more important than the treatment itself” (p. 4). Secondly, the use of self by therapists emphasizes developing the skill set of the therapist in the conscious, active and purposeful use of self as is in the moment of the therapeutic engagement with clients, and does so without denying the importance of therapists working to resolve personal issues of theirs that may interfere with the therapist's professional effectiveness. Therapists’ use of self gives particular emphasis to the purposeful use of self as is in therapy’s relationship, assessment and interventions whatever the therapy model (Aponte & Kissil, 2016). Thirdly, the use of self represents an aptitude that can be developed and refined through well elaborated structures for schooling therapists in the therapeutic use of all they bring of their personal selves to the therapy relationship including through the use of their human vulnerabilities as they exist at the moment of empathic engagement with clients.

     

FORCED ATTENTION TO SPECIFIC APPLICANT QUALIFICATIONS: IMPACT ON PHYSICAL ATTRACTIVENESS AND SEX OF APPLICANT BIASES

The effect of forced postponement of a hiring decision until after specific qualifications had been evaluated was examined as a procedure to reduce sex and physical attractiveness discrimination. Ninety six male and 148 female undergraduates evaluated the qualifications of an attractive, average, or unattractive male or female applicant. Ratings of specific qualifications preceded or followed an overall and hiring decision rating. Results indicated that the order variable influenced ratings of specific qualifications but not the overall or hiring decision. Sex of subject and attractiveness did affect the hiring decision with male and attractive applicants being preferred.     

The Gap Between Science and Practice: How Therapists Make Their Clinical Decisions

Recent surveys have found that many patients are not receiving empirically supported treatments and that therapists may not update their knowledge of research. Studies have found that therapists prefer to use their clinical experience rather than research findings to improve their practice, although cognitive behavioral (CB) practitioners have been found to use research more frequently than therapists of other theoretical orientations. The organization in which therapists work has been shown to impact attitudes toward working practices, but studies have not examined whether workplace requirements to use research affect therapists’ practice. Studies to date have mainly been conducted in North America. These findings may not be generalizable to the United Kingdom where there is a National Health Service (NHS), which requires the use of empirically supported treatments. The first part of this study aimed to investigate which factors were influential in therapists’ choice of theoretical orientation and to see whether CB practitioners differed from other therapists in the factors that influenced their choice of theoretical orientation. The second part tested whether therapists’ theoretical orientation or their workplace influenced the frequency with which they used research in their clinical decision-making. The final part investigated whether being a CB practitioner or working in the NHS was associated with having a favorable attitude toward research. An online survey was sent to 4,144 psychological therapists in England; 736 therapists responded (18.5%). Therapists reported that research had little influence over their choice of theoretical orientation and clinical decision-making compared to other factors, specifically clinical experience and supervision. CB practitioners and NHS therapists, regardless of their orientation, were significantly more likely to use research than other therapists and were more likely to have a positive attitude toward research.     

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.