Fairness Perceptions of Video Resumes among Ethnically Diverse Applicants

This study investigated ethnic majority and minority applicants' fairness perceptions (N = 445) of video resumes, compared with paper resumes. Additionally, the moderating effect of minorities' ethnic identity and language proficiency on fairness perceptions of video/paper resumes was studied. Despite discriminatory concerns, ethnic minority applicants perceived the fairness of video resumes equally or more positively when compared with ethnic majority applicants, and when compared with paper resumes. Minorities' ethnic identity was positively related to fairness perceptions of resumes. Furthermore, language proficiency was a significant moderator: Higher proficiency was related to higher fairness perceptions of paper resumes. The implication is suggested that ethnic minority applicants may prefer a more personalized way of applying (video resume), instead of less personalized ways.     

The Use of Safety Suitability Tests for The Assessment of Immigrant and Majority Group Job Applicants

Safety jobs, meaning jobs where employees are responsible for the safety of customers, other employees and/or public in general are of special importance for our present society and deserve continued attention from I/O psychologists. The central question addressed in this study is whether the scores on safety suitability tests are comparable for immigrants and majority group members. Use was made of test data on first‐generation immigrants (N=786) and majority group members (N=584) who applied for blue collar jobs at the Dutch Railways and at regional bus companies. The tests used measured selective attention, attentional speed, continuous attention, perceptual‐motor ability and general mental ability. Immigrants' mean scores are systematically below the level of the mean scores of the majority group. The tests appear to have a strong dimensional comparability between the different groups. There is very little indication of test bias. The increasing number of immigrants and the increase of safety jobs pose challenges for selection psychologists. It is suggested that continued use of safety suitability tests is needed to keep the number of safety accidents at a minimum.     

Development and psychometric examination of a German video‐based situational judgment test for social competencies in medical school applicants

The present study describes the development and validation of a video‐based situational judgment test (SJT) assessing social competencies in applicants to medical school. Study 1 explored the psychometric properties of the SJT based on two applicant cohorts (N₁ = 769, N₂ = 787). Study 2 compared SJT data from applicants and 90 medical students. Tests for mean differences, correlation and factor analyses were used. In Study 1, the supposed two‐factor model for the SJT must be rejected. According to the minimum average partial test a single factor solution explaining 19–21% of the variance was suggested. The SJT showed satisfactory psychometric properties and stronger correlations to personality than to cognition as well as high acceptance. In study 2, applicants reached higher SJT scores than students.     

Honest and Deceptive Impression Management in the Employment Interview: Can It Be Detected and How Does It Impact Evaluations?

Applicants use honest and deceptive impression management (IM) in employment interviews. Deceptive IM is especially problematic because it can lead organizations to hire less competent but deceptive applicants if interviewers are not able to identify the deception. We investigated interviewers’ capacity to detect IM in 5 experimental studies using real‐time video coding of IM (N = 246 professional interviewers and 270 novice interviewers). Interviewers’ attempts to detect applicants’ IM were often unsuccessful. Interviewers were better at detecting honest than deceptive IM. Interview question type affected IM detection, but interviewers’ experience did not. Finally, interviewers’ perceptions of IM use by applicants were related to their evaluations of applicants’ performance in the interview. Interviewers’ attempts to adjust their evaluations of applicants they perceive to use deceptive IM may fail because they cannot correctly identify when applicants actually engage in various IM tactics. Helping interviewers to better identify deceptive IM tactics used by applicants may increase the validity of employment interviews.     

Right-wing authoritarianism and majority members’ preferences for minority acculturation

The present research examines the role of right-wing authoritarianism for the formation of majority members’ attitudes towards minority members’ contribution to the acculturation process. Previous research has confirmed the link between right-wing authoritarianism and majority members’ acculturation preferences. Nonetheless, a test of their longitudinal relationship was still lacking. Using data from a 3-wave panel study in Germany, we demonstrate that right-wing authoritarianism among majority members predicts less support for immigrants’ cultural maintenance and less support for the establishment of intergroup relations over time (Study 1, N = 551). Using cross-sectional survey data, we show that collective threat mediates these relationships (Study 2, N = 817). Data were representative of the German adult population. Our findings indicate that authoritarian majority members oppose integration because they perceive foreigners as threatening. Right-wing authoritarianism appears to be a meaningful individual difference variable linked to majority members’ attitudes towards immigrants’ maintenance of their heritage culture and the establishment of intergroup relations over time. Our findings complement recent theorizing about acculturation processes.     

Alternative Predictors for Dealing with the Diversity–Validity Dilemma in Personnel Selection: The constructed response multimedia test

In the context of the diversity–validity dilemma in personnel selection, the present field study compared ethnic subgroup differences on an innovative constructed response multimedia test to other commonly used selection instruments. Applicants (N = 245, 27% ethnic minorities) for entry‐level police jobs completed a constructed response multimedia test, cognitive ability test, language proficiency test, personality inventory, structured interview, and role play. Results demonstrated minor ethnic subgroup differences on constructed response multimedia test scores as compared to other instruments. Constructed response multimedia test scores were related to the selection decision, and no evidence for predictive bias was found. Subgroup differences were also examined on the dimensional level, with cognitively loaded dimension scores displaying larger differences.     

TELL ME SOME MORE: EXPLORING HOW VERBAL ABILITY AND ITEM VERIFIABILITY INFLUENCE RESPONSES TO BIODATA QUESTIONS IN A HIGH‐STAKES SELECTION CONTEXT

Although self‐rated or self‐scored selection measures are commonly used in selection contexts, they are potentially susceptible to applicant response distortion or faking. The response elaboration technique (RET), which requires job applicants to provide supporting information to justify their responses, has been identified as a potential way to minimize applicant response distortion. In a large‐scale, high‐stakes selection context (N= 16,304), we investigate the extent to which RET affects responding on a biodata test as well as the underlying reasons for any potential effect. We find that asking job applicants to elaborate their responses leads to overall lower scores on a biodata test. Item verifiability affects the extent to which RET decreases faking, which we suggest is due to increased accountability. In addition, verbal ability was more strongly related to biodata item scores when items require elaboration, although the effect of verbal ability was small. The implications of these findings for reducing faking in personnel selection are delineated.     

Analyzing Judgments of Ethnically Diverse Applicants During Personnel Selection: A study at the Dutch police

A judgment‐analysis study was used to investigate assessors' judgment processes, evaluating ethnic minority vs ethnic majority applicants. Sixteen ethnic majority assessors judged 5089 applicants during the Dutch police officer selection procedure, with each assessor judging 30 ethnic minority applicants minimally. Information from an employment interview, an assessment center, and a Big Five personality test were combined into a final selection advice. Results showed that as much as or more information sources were used to judge ethnic minority than ethnic majority applicants. Furthermore, a larger number of irrelevant cues were used for the judgment of ethnic minority applicants. Finally, when judging ethnic minority applicants, assessors based their decision to a lesser extent on their own ratings than on ratings of others.     

International comparison of group differences in general mental ability for immigrants versus non‐immigrants

Globalization has led to increased migration and labor mobility over the past several decades and immigrants generally seek jobs in their new countries. Tests of general mental ability (GMA) are common in personnel selection systems throughout the world. Unfortunately, GMA test scores often display differences between majority groups and ethnic subgroups that may represent a barrier to employment for immigrants. The purpose of this study was to examine differences in GMA based on immigrant status in 29 countries (or jurisdictions of countries) throughout the world using an existing database that employs high‐quality measurement and sampling methodologies with large sample sizes. The primary findings were that across countries, non‐immigrants (n = 139,464) scored approximately half of a standard deviation (d = .53) higher than first‐generation immigrants (n = 22,162) but only one‐tenth of a standard deviation (d = .12) higher than second‐generation immigrants (n = 6,428). Considerable variability in effect sizes was found across countries as Nordic European and Germanic European countries evidenced the highest non‐immigrant/first‐generation immigrant mean differences and Anglo countries the smallest. Countries with the lowest income inequality tended to evidence the highest differences in GMA between non‐immigrants and first‐generation immigrants. Implications for GMA testing as a potential barrier to immigrant employment success and the field's current understanding of group differences in GMA test scores will be discussed.     

Applicant Reactions to Digital Selection Methods: A Signaling Perspective on Innovativeness and Procedural Justice

Research has shown that the use of digital technologies in the personnel selection process can have both positive and negative effects on applicants’ attraction to an organization. We explain this contradiction by specifying its underlying mechanisms. Drawing on signaling theory, we build a conceptual model that applies two different theoretical lenses (instrumental-symbolic framework and justice theory) to suggest that perceptions of innovativeness and procedural justice explain the relationship between an organization’s use of digital selection methods and employer attractiveness perceptions. We test our model by utilizing two studies, namely one experimental vignette study among potential applicants (N?=?475) and one retrospective field study among actual job applicants (N?=?335). With the exception of the assessment stage in Study 1, the positive indirect effects found in both studies indicated that applicants perceive digital selection methods to be more innovative. While Study 1 also revealed a negative indirect effect, with potential applicants further perceiving digital selection methods as less fair than less digitalized methods in the interview stage, this effect was not significant for actual job applicants in Study 2. We discuss theoretical implications for the applicant reactions literature and offer recommendations for human resource managers to make use of positive signaling effects while reducing potential negative signaling effects linked to the use of digital selection methods.

     

Establishing the Cross-Situational Convergence of the Ability to Identify Criteria: Consistency and Prediction Across Similar and Dissimilar Assessment Center Exercises

In selection contexts, applicants’ ability to identify criteria (ATIC) refers to individual differences in the accuracy of perceptions with regard to what is required to be successful in evaluative situations. Despite promising findings regarding this construct, the cross-situational consistency necessary to infer that ATIC is a stable characteristic has generally been assessed in situations that have similar demands in terms of the competencies required for success. The purpose of this study was to provide a strong test of the theory underlying the construct by examining convergence in ATIC scores across assessment center (AC) exercises with very different demands. Participants (N?=?173) of a developmental AC completed 6 exercises and made ATIC judgments following the completion of each exercise. These judgments were used to create ATIC scores and to examine the consistency of these scores across exercises with similar and dissimilar demands. Results showed that ATIC scores converged across both similar and dissimilar exercises. Furthermore, participants who shifted their perceptions across dissimilar exercises the most were those who scored high in ATIC, whereas across similar exercises those who scored high in ATIC were those who evaluated the situations more similarly. Overall, ATIC demonstrated strong predictive ability, as it correlated with overall AC performance (r = .40) and predicted performance equally well across pairs of similar and dissimilar exercises.     

The Employment Interview: The Role of Sex Stereotypes in the Evaluation of Male and Female Job Applicants in the Netherlands1

This field study focused on the influence of sex stereotypes in the evaluation of male (N=38) and female (N=21) job applicants in the Netherlands. The employee selection process for higher-level technical and academic jobs in real life situations was studied, with special attention to the assessment of applicants by members of selection committees. It was demonstrated that, according to the job interviewers, the ideal applicant had more masculine than feminine traits. Males and females were regarded as having the same qualifications for the job, but because male applicants were assessed as having more masculine characteristics and female applicants more feminine characteristics, the male applicants were accepted more often. The job interviewers acted according to a fit model: The applicant most similar in traits to the ideal applicant was hired for each job.     

Do Applicants and Incumbents Respond to Personality Items Similarly? A Comparison of Dominance and Ideal Point Response Models

This study used an ideal point response model to examine the extent to which applicants and incumbents differ when responding to personality items. It was hypothesized that applicants' responses would exhibit less folding at high trait levels than incumbents' responses. We used sample data from applicants (N=1,509) and incumbents (N=1,568) who completed the 16 Personality Questionnaire Select. Differential item (DIF) and test functioning (DTF) analyses were conducted using the generalized graded unfolding model, which is based on ideal point model assumptions. Out of the 90 items, 50 showed DIF; however, only 11 were in the hypothesized direction. DTF was significant for 3 of the 12 scales; 2 were in the hypothesized direction.     

FAKING IN PERSONNEL SELECTION: TRADEOFFS IN PERFORMANCE VERSUS FAIRNESS RESULTING FROM TWO CUT-SCORE STRATEGIES

Most faking research has examined the use of personality measures when using top-down selection. We used simulation to examine the use of personality measures in selection systems using cut scores and outlined a number of issues unique to these situations. In particular, we compared the use of 2 methods of setting cut scores on personality measures: applicant-data-derived (ADD) and nonapplicant-data-derived (NADD) cut-score strategies. We demonstrated that the ADD strategy maximized mean performance resulting from the selection system in the face of applicant faking but that this strategy also resulted in the displacement of deserving applicants by fakers (which has fairness implications). On the other hand, the NADD strategy minimized displacement of deserving applicants but at the cost of some mean performance. Therefore, the use of the ADD versus NADD strategies can be viewed as a strategic decision to be made by the organization, as there is a tradeoff between the 2 strategies in effects on performance versus fairness to applicants. We quantitatively outlined these tradeoffs at various selection ratios, levels of validity, and amounts of faking in the applicant pool.     

Exploring Differential Subgroup Functioning on SAT Writing Items: What Happens When English Is Not a Test Taker's Best Language?

The purpose of this study is to explore patterns in model-data fit related to subgroups of test takers from a large-scale writing assessment. Using data from the SAT, a calibration group was randomly selected to represent test takers who reported that English was their best language from the total population of test takers (N = 322,011). A reference scale for the items was constructed based on EBL responses. Response behaviors of test takers who reported that English was not their best language (ENBL) were examined in relationship to this reference scale. This study illustrates the use of differential subgroup analyses to identify patterns related to person misfit within subgroups, as well as subsets of items, that may affect the validity of writing scores for ENBL test takers. The methodology described here offers an approach that can be used to explore, understand, and improve the validity of scores obtained from ENBL test takers in large-scale writing assessments.     

The Name Game: Employability Evaluations of Prototypical Applicants with Stereotypical Feminine and Masculine First Names

This study was designed to examine professional human resource managers recommendations and inferences about prototypical applicants who had identical qualifications, in which the presence of periods of unemployment and name (feminine, masculine) of applicants were manipulated. Results indicate that although overall income for female applicants was less than male applicants in some conditions, male applicants were penalized and evaluated more harshly than female applicants when they had experienced periods of unemployment. Specifically, male applicants with employment gaps were seen as less committed and as less hirable than their female counterparts. Overall, male applicants were less likely to be recommended for an interview, and, when they experienced multiple gaps, they were less likely to be recommended for further consideration.     

Fit perceptions in the employment interview: The role of similarity,liking, and expectations

We examined (1) how interviewers construct fit perceptions about applicants and (2) the relationship between these perceptions and actual hiring recommendations. It was hypothesized that actual demographic similarity and human capital similarity would indirectly affect fit perceptions. These fit perceptions would be predicted by the interviewer's perceived similarity to applicants, mediated by two factors: interviewers' liking of the applicant and interviewers' expectations of applicant performance. Actual interviewer‐applicant dyads (N=118) were studied. The results indicated that the relationship between perceived similarity and fit perceptions is mediated by performance expectations but not by liking. This study provides evidence that interviewers are more rational than previous research suggested. However, the fact that human resource interviewers are more likely to perceive applicants as similar to themselves than line interviewers suggests that interviewers' neutrality is questioned.     

Religion and Prejudice Toward Immigrants and Refugees: A Meta-Analytic Review

ABSTRACT

Religion is often a driving force in negative attitudes; however, in the specific case of migrant-based attitudes, research has produced conflicting findings. That is, religion can paradoxically facilitate either tolerance or intolerance toward this group. In light of these inconsistent findings, we conducted a meta-analytic review to estimate the effect size of this relationship with two major aims—first, to explore differences as a function of how religion was operationalised, and second, to explore differences in the target migrant-type (e.g., differences in religion-based attitudes toward immigrants and refugees/asylum seekers). Our search strategy was applied to PsycINFO, EBSCO Psychology and Behavioural Sciences Collection, Web of Science, PsycEXTRA, and ProQuest Central for peer-reviewed English language studies and made calls for unpublished data through relevant professional bodies. This search strategy yielded 37 records (including 43 studies; N = 472,688). Religion was quantified in two ways: either as categorical religious affiliations (k = 60) or as individual differences in self-reported religiosity (k = 30). The meta-analyses revealed that religion quantified as affiliation, but not religiosity, was related to negative migrant attitudes. Specifically, religiously affiliated samples report more negative attitudes than nonreligious affiliated samples, and this effect was often stronger when the target groups were refugees rather than immigrants. In addition, analyses revealed that Muslims have more negative attitudes toward migrants than Christians. Religiosity was unrelated to negative attitudes. These findings are discussed in light of rising antimigrant attitudes.     

The Magnitude and Extent of Cheating and Response Distortion Effects on Unproctored Internet‐Based Tests of Cognitive Ability and Personality

The use of unproctored internet‐based testing (UIT) for employee selection is quite widespread. Although this mode of testing has advantages over onsite testing, researchers and practitioners continue to be concerned about potential malfeasance (e.g., cheating and response distortion) under high‐stakes conditions. Therefore, the primary objective of the present study was to investigate the magnitude and extent of high‐ and low‐stakes retest effects on the scores of a UIT speeded cognitive ability test and two UIT personality measures. These data permitted inferences about the magnitude and extent of malfeasant responding. The study objectives were accomplished by implementing two within‐subjects design studies ( Study 1 N=296; Study 2 N=318) in which test takers first completed the tests as job applicants (high‐stakes) or incumbents (low‐stakes) then as research participants (low‐stakes). For the speeded cognitive ability measure, the pattern of test score differences was more consonant with a psychometric practice effect than a malfeasance explanation. This result is likely due to the speeded nature of the test. And for the UIT personality measures, the pattern of higher high‐stakes scores compared with lower low‐stakes scores is similar to those reported for proctored tests in the extant literature. Thus, our results indicate that the use of a UIT administration does not uniquely threaten personality measures in terms of elevated scores under high‐stakes testing that are higher than those observed for proctored tests in the extant literature.