Applicant Desirability Influences Reactions to Discovered Résumé Embellishments

This study investigates responses to a discovered résumé embellishment as a function of initial impressions of the applicant. In Study 1, managers and recruiters rated the extent to which a discrepancy uncovered by a background check would lower their opinion of an applicant, using a between‐subjects design crossing the applicant's apparent desirability and type of embellishment. In Study 2, business students completed a simulated hiring task in which they first evaluated applicants based on their résumés, then read background reports, and subsequently made a final evaluation. Results indicate interactive effects of an applicant's apparent desirability, type of deception revealed, and response dimension. The discovery of a minor embellishment has little effect on evaluations of favored applicants, but negatively impacts less desirable applicants.     

Double Jeopardy Upon Resumé Screening: When Achmed Is Less Employable Than Aïsha

Applicants belong to multiple categories (e.g., male, ethnic minority) and a complex set of factors affects category activation and inhibition when making hiring decisions. Two field experiments with recruiters who regularly engage in resumé screening showed that the role of multiple categories (applicants’ ethnicity and sex) in discrimination depended on job type and prejudice. Specifically, in both low‐ and high‐demand (i.e., complex) jobs, Arab women were rated more favorably than Arab men, particularly when considering levels of client contact. Across both studies, recruiters high in explicit ethnic prejudice were discriminatory only when applicants’ job qualifications fit the job position less, lending support for the attributional‐ambiguity effect. Implicit attitudes did not play a strong role. Our study findings point to the complex nature of multiple categorization effects in the hiring process. Implications are considered as to how to avert hiring discrimination during resumé screening.     

Using Recruiter Assessments of Applicants’ Resume Content to Predict Applicant Mental Ability and Big Five Personality Dimensions

Information provided on applicants’ resumes provides a convenient, cost–effective means for applicant screening. We sought to determine if recruiters’ assessments of the presence of certain types of information on job applicants’ resumes was related to applicants’ general mental ability and personality traits. Forty recruiters from 35 organizations assessed the extent to which specified items were present on the resumes of job applicants. Results indicated relationships between recruiters’ judgments regarding applicants’ resume information and applicants’ cognitive ability and Big Five personality characteristics. Implications for the use of resume information in the selection process are discussed.     

Profiling: The Efficacy of Using Social Networking Sites for Job Screening

Social networking sites (SNS) are a rich source of extractive information about job applicants. Human resources (HR) professionals now use SNS to gather additional information about job applicants; consequently, job applicants begin interviewing even before the actual interview. The authors examine SNS in the context of hiring decisions, using uncertainty reduction theory as a framework of analysis to explain how individuals obtain and process information about interpersonal relationships to reduce uncertainty before a face‐to‐face meeting. The authors recommend mandatory training for HR professionals, recruiters, and applicants in the strategic use and placement of SNS profiles in the public domain.     

Comparison of student and recruiter values

Value priorities of campus employment recruiters and senior liberal arts students were compared using Rokeach's Value Survey. Three hypotheses were confirmed: (1) Significant differences were found between groups' rankings of values. Students ranked idealistic values high, while recruiters ranked values applicable to business near the top. (2) A greater number of significant differences were found among instrumental values than among terminal values. (3) Regardless of the sex of the applicants, recruiters chose applicants expressing masculine rather than feminine values.     

Extracurricular activities in young applicants’ résumés: What are the motives behind their involvement?

Applicants use résumés to demonstrate their knowledge, skills, abilities, and other personal characteristics (KSAOs) to recruiters, through education and job‐related or non‐job‐related experiences. But research suggests that the situation for young applicants is especially competitive, since they increasingly enter the labour market with similar educational credentials and limited job‐related experience. They may thus use non‐job‐related experiences, such as participation in extracurricular activities (ECAs) during their studies, to demonstrate KSAOs to recruiters, but also to add distinction and value to their credentials. ECAs may therefore become more important in the selection of young applicants. Yet few studies have undertaken a comprehensive and systematic analysis of the relationships students have with these activities. The purpose of this study was to investigate to what extent students’ involvement in ECAs is due to internal (e.g., passion) or external (e.g., résumé‐building) motives, and what factors influence these motives. Results from a study with 197 students suggest that students engage in ECAs mainly out of internal motives. But external motives are stronger for activities started closer to entering the labour market, for students active in associative or volunteering activities (as compared to sports or artistic activities), and for students holding leadership positions in their activities. Our results suggest that labour market pressure may be a key component of applicants’ involvement in ECAs. Also, organizations and recruiters may want to consider that students tend not to engage in ECAs purely out of internal motives, but also to add value to their credentials and match employers’ expectations.     

Impression making by résumé layout: Its impact on the probability of being shortlisted

This study examines the effect of the graphical layout of résumés on the shortlisting of applicants for employment interviews. Previous research has investigated the effect of bad printing quality, but this research has explored the impact of a creative layout of résumés of equal quality. A sample of 90 respondents (half professional recruiters, half students) was asked to rank 12 candidates applying for one vacancy. All 12 candidates were presented an equal number of times in three different layout formats—formal on white paper, coloured, and “creative” design. Results suggest that the graphical design may have a substantial impact on the likelihood of being shortlisted, where formal designs were preferred over the “creative” layouts. Professional recruiters were only slightly less influenced by the layout than nonprofessionals. Implications for employers and jobseekers are discussed.     

Investigating personnel selection from a counseling perspective: Do applicants' and recruiters' perceptions correspond?

This article considers personnel selection from a counseling perspective by investigating applicants' and recruiters' perceptions of the selection procedure. A survey was conducted among 700 applicants and 140 recruiters to investigate whether applicants' and recruiters' preferences for and expectations of the selection procedure were silmilar or dissimilar. Results of analyses of variance and t tests showed that applicants preferred a tailor‐made treatment, facilitating transparency and negotiation. Recruiters preferred a standardized objective approach to negotiation. Applicants' expectations of the selection procedure differed from the way recruiters actually treated applicants during the selection procedure. Apparently, applicants' and recruiters' perceptions do not correspond. Theoretical and practical considerations for employment counselors are discussed.     

Do I Look Like Someone Who Cares? Recruiters’ Ratings of Applicants’ Paid and Volunteer Experience

Despite the widespread use of resumes, little is known about whether recruiters value applicants’ volunteer experience, and if they value some kinds of volunteer experience more than others. Based on a sample of recruiters (n = 135) who each rated a series of resumes with different amounts and types of paid and volunteer experience, our results suggest that recruiters prefer resumes with relevant experience, and resumes with a combination of volunteer and paid experience. Our results did not suggest significant differences in the ratings given to paid or volunteer experience. We discuss the implications of these findings for researchers and practitioners, with specific advice for human resource professionals and applicants.     

Anonymous résumés: An effective preselection method?

During the preselection process, recruiters use cues from résumés to form attributions about applicants’ suitability. They rely on visible characteristics (e.g., origin) that activate stereotypes that can lead to discriminatory decisions. The anonymization of application forms is a possible intervention to avert discrimination. The few studies on this topic led to inconsistent conclusions. The present study aims to extend previous findings by comparing decisions on anonymous and standard résumés that differ in quality. Recruiters (N = 1,031) assessed a series of application forms whose profile (Caucasian, Moroccan, overweight, normal stature) and résumé content (experience, spelling errors) differed. Results show that anonymous application forms are rated more severely than standard forms, and are effective in neutralizing discriminatory behaviors toward overweight applicants.     

The Differential Effects of Extracurricular Activities on Attributions in Résumé Evaluation

This study examines the effects that extracurricular activities have on the attributions a résumé reader makes about an applicant. Three characteristics of extracurricular activities (number of activities, holding positions of leadership, and relevance of the activities) were manipulated across 24 résumés of fictitious college graduates. Some 219 raters read the résumés and made judgments about the level of the applicant’s quality. The results showed a main effect for the number of activities, a main effect for holding leadership positions, and a main effect for relevance of the activity. Furthermore, a three–way interaction revealed the differential effects that the relevance of the activities had on the attributions at different levels of leadership and number of activities. A mix of career–related and social activities garnered higher ratings for those who held leadership positions in five activities. However, for those who were leaders in only two activities or were not leaders in five, having only career–related activities earned them higher ratings. For applicants who were not leaders in two activities, relevance of the activities played no role.     

Interaction of Recruiter and Applicant Gender in Resume Evaluation: A Field Study

In the present study, we examined the effect of recruiter and applicant gender on recruiters' evaluations of applicants' qualifications as reported on actual applicant resumes. Forty recruiters evaluated applicant resumes that were randomly allocated to them. In total, 388 recruiter evaluations of applicant resumes comprised the sample. Results indicate that recruiter and applicant gender interacted to predict recruiters' perceptions of applicants' qualifications. Male recruiters' perceptions of applicants' work experiences did not differ depending on applicant gender. However, female recruiters perceived male applicants' resumes to report more work experiences than resumes of female applicants. Furthermore, male recruiters perceived female applicants as having more extracurricular interests than male applicants. Female recruiters rated both male and female applicants as having about the same amount of extracurricular activity information on their resumes. Gender role theory provides a possible explanation for the study's findings.     

The Effects of Applicant Résumé Contents on Recruiters' Hiring Recommendations: The Mediating Roles of Recruiter Fit Perceptions

The résumé is the most commonly used selection tool for organisations. Past studies have demonstrated that recruiter hiring recommendations can be predicted based on the content of applicant résumés. However, the mechanisms underlying the links between résumé contents and hiring recommendations remain unclear. The present study extends previous research by examining the mediating roles of recruiters' multi‐faceted fit perceptions in a field setting. Data were collected from 216 organisational recruiters who participated in campus recruitment at seven universities in Taiwan. The results showed that applicant work experience and educational background increased recruiter hiring recommendations through recruiter perceived person–job (P–J) fit. In addition, applicant work experience predicted recruiter perceived person–organisation (P–O) fit, which in turn enhanced recruiter hiring recommendations.     

Is the igeneration a ‘we’ generation? Social networking use among 9‐ to 13‐year‐olds and belonging

Research suggests that online communication is associated with increased closeness to friends and friendship quality. Children under 13 years of age are increasingly using social networking sites (SNSs), but research with this younger age group is scarce. This study examined the relationship between SNS use and feelings of belonging among children aged 9–13 years. A self‐report questionnaire was administered to 443 children (48.98% boys), asking about their SNS use and their sense of belonging to their friendship group. SNS users reported a stronger sense of belonging to their friendship group than non‐users, but this was found only among older boys. Furthermore, among boy SNS users, a positive linear relationship was found between the intensity of usage and feelings of belonging. No significant relationships were found for girls. These findings suggest that boys who use these sites are gaining friendship benefits over and above those boys who are non‐users or low‐intensity users. Longitudinal studies should investigate the causal relationships between SNS use and social effects within this age group.     

How Accurate are Recruiters' First Impressions of Applicants in Employment Interviews?

The ability of recruiters and laypersons (students) to detect applicant personality traits and deception was studied. Participants viewed mock videotapes of target applicants answering interview questions. They subsequently judged the applicants' personality on the Big Five dimensions. Then, they viewed another videotape with other applicants presenting themselves either truthfully or not, and subsequently guessed which version was truthful. Personality judgments were compared with targets' self‐assessments and peer assessments to create an accuracy score. Both recruiters and students accurately detected applicants' global personality profile. Recruiters were better at this than students. However, students were better at judging the specific traits of openness, extraversion, and conscientiousness, whereas recruiters only accurately detected openness. Recruiters detected lies above chance whereas students did not.     

“Without the spelling errors I would have shortlisted her…”: The impact of spelling errors on recruiters’ choice during the personnel selection process

Despite the time spent on writing at work and employers’ dissatisfaction with their employees’ spelling skills, little is known about recruiters’ attribution, and decision making when they read application forms with spelling errors. This study examines the impact of spelling and typographic errors on recruiters’ attributions about applicants, and on their shortlisting decision. Based on a sample of 20 French recruiters, we conducted an experiment to collect both qualitative data through the verbal protocol method and quantitative data. Specific verbal reports are associated with different types of errors. Recruiters also form attributions about candidates. We demonstrate that spelling errors affect recruiters’ behavior more negatively than typographic ones. We discuss the implications of these findings for researchers and practitioners.     

Self‐promotion Statements in Video Resumes: Frequency,intensity, and gender effects on job applicant evaluation

Although video resumes have received a substantial amount of media attention and there seems to be a growing awareness among Human Resource professionals of video‐based job applications, little is known about the effect of video resumes on applicant evaluation. This research investigates the effectiveness of self‐promotion within the context of video resumes. Self‐promotion frequency and intensity and applicant gender were manipulated. Ratings by recruiters and college students indicate that high levels of self‐promotion in video resumes are ineffective for male applicants and potentially detrimental for female applicants. Job applicants should use caution when attempting to promote themselves using video resumes. More research is needed on impression management tactics used at the earliest stages of selection and on the mechanisms operating within video resumes that impact applicant evaluation.     

The college recruitment interview: Topical content and applicant reactions*

The present study investigated several issues concerning organizations' use of the campus interview for applicant evaluation and recruitment. Results indicated that: (1) recruiters showed little agreement on which topics should be covered in the interview; (2) individual recruiters failed consistently to cover topics they believed were important; (3) applicants reported the most frequently mentioned content dealt with non-academic issues of university life and extracurricular activities; (4) applicants reacted more favourably to interview content concerning general job qualifications. Implications of the findings for recruitment interview effectiveness are discussed.     

PERCEIVED APPLICANT FIT: DISTINGUISHING BETWEEN RECRUITERS' PERCEPTIONS OF PERSON-JOB AND PERSON-ORGANIZATION FIT

Two studies were conducted to assess whether recruiters form distinguishable perceptions of applicant person-job (P-J) and person-organization (P-O) fit. The first study used repertory grid methodology with actual recruiters and mock applicants to demonstrate that knowledge, skills, and abilities are relied on more frequently to assess P-J fit, and values and personality traits more often to assess P-O fit. Study 2, which involved actual recruiters making decisions on applicants in a field setting, supported P-J and P-O fit perceptions as 2 discernable factors. Study 2 also found that both types of perceived fit offer unique prediction of hiring recommendations. Taken together, these results present compelling evidence that recruiters discriminate between applicants' P-J and P-O fit during early interviews.