Validity of Resumé Reviewers' Inferences Concerning Applicant Personality Based on Resumé Evaluation

Recruiters infer personal traits from job applicants' resumés and use these inferences in evaluating job applicants' employability. No research to date, however, has determined if resumé reviewers' inferences of applicants' personality drawn solely from resumé biographical data are valid. In the present study, resumé reviewers (N=52) examined one of two applicant resumés and then described the applicant's personality based on the Big 5 taxonomy. Validities of reviewers' inferences concerning applicant personality were assessed by correlating resumé reviewers' judgments with applicants' self‐reported Big 5 personality scores. Results suggested that valid personality inferences are possible based solely on resumé evaluation. We also found evidence suggesting that attending a brief training session may enhance reviewers' accuracy when inferring applicants' personality from resumé information.     

HIV status acknowledgment and stigma reduction in virtual reality: The moderating role of perceivers' attitudes

HIV‐related stigmatization in employee selection procedures may be enacted through discrimination based on an applicant's HIV status. This study (N = 58) investigated to what extent applying an acknowledgment strategy in a job interview setting reduces HIV‐related stigma, taking into account the applicants' personal responsibility and the perceivers' attitudes toward people living with HIV (PLWH). In an immersive virtual office, virtual applicants with HIV presented themselves as part of a job application procedure. Using a 2 (acknowledgment versus non‐acknowledgment) × 2 (responsible versus not responsible for the onset of the HIV‐infection) within‐subjects design, we hypothesized that acknowledgment and onset responsibility would yield an interaction effect as well as separate main effects. We predicted that hearing virtual job applicants acknowledging their HIV status triggers higher evaluations, especially when applicants are not held personally responsible for their infection. In addition, we hypothesized that (between‐subjects) positive implicit and explicit attitudes independently moderate the relationship between acknowledgment and applicant evaluation. We found that low‐onset responsible applicants were more positively evaluated than high‐onset responsible applicants (main effect of onset responsibility), F(1, 57) = 4.31, p = 0.04. This effect was irrespective of the applicants' status acknowledgment (no interaction effect). Acknowledgment did, however, produce higher evaluations when participants' explicit attitudes toward PLWH were more positive, F(1, 57) = 7.13, p = 0.01 (moderation effect of explicit attitudes). This study indicates that the more positive the explicit attitudes toward PLWH, the more positive the evaluations when hearing PLWH acknowledging their stigma. Theoretical and practical implications of these findings are discussed.     

Applicant Selection Expectations: Validating a multidimensional measure in the military

Research has suggested the importance of applicants' expectations of forthcoming selection procedures in predicting how applicants react to selection procedures. Validated measures of selection expectations are still scarce, however. This study reports on the validation of the Applicant Expectation Survey (AES), intended to measure applicants' expectations of forthcoming selection procedures. The AES was validated using three military applicant samples and showed sound psychometric properties (i.e., reliability, measurement invariance, discriminant validity) for a five‐factorial oblique structure consisting of 26 items. The five factors (i.e., Warmth/respect, Chance to demonstrate potential, Difficulty of faking, Unbiased assessment, Feedback) were positively related to several organizational outcome measures and to applicants' perceptions of the selection procedure, providing evidence for the predictive validity of the AES.     

Why does impression management positively influence interview ratings? The mediating role of competence and warmth

Though interviews assess job applicants' skills and abilities, they can be influenced by extraneous factors, including impression management (IM) tactics. Interviewees’ self‐promotion and ingratiation IM tactics predict higher interview ratings; however, researchers have yet to determine why these tactics work. We assessed whether two fundamental dimensions of social perception, competence and warmth, mediate the relationship between IM tactics and interview ratings. We hypothesized that interviewee competence mediates the relationship between self‐promotion and interview ratings, and interviewee warmth mediates the relationship between ingratiation and interview ratings. Using real employment interviews, we found that competence mediates the relationship between self‐promotion and interview ratings, but warmth did not mediate the relationship between ingratiation and interview ratings in the way we expected.     

Men's likelihood of sexual aggression: the influence of alcohol,sexual arousal,and violent pornography

Previous research findings have indicated that both alcohol intoxication and violent pornography exposure may contribute to increased sexual aggression by men. This study used an experimental paradigm to examine the effects of a moderate alcohol dose, alcohol‐related beliefs, and victim response on men's self‐reported likelihood of committing sexual aggression. A community sample of male social drinkers (N=84) participated in an experiment in which they read an eroticized rape depiction after completing an alcohol administration protocol. The stimulus story varied whether the victim, who initially expressed unwillingness to engage in sexual activity, expressed pleasure or distress in response to the man physically forcing her to perform several explicit sex acts. A path analytic model illustrated that participants' self‐reported likelihood of behaving like the sexual aggressor in the story was directly related to their own sexual arousal. Heightened sexual arousal was reported by participants who had consumed alcohol, those who read the victim‐pleasure story, and those who believed that drinking women are sexually vulnerable. Results suggest that sexual arousal to violent pornography, as influenced by acute alcohol intoxication and other factors, may be an important component of men's perceptions of their own sexual aggression likelihood. Aggr. Behav. 32:581–589, 2006. © 2006 Wiley‐Liss, Inc.     

The Mediating Processes Linking Applicant Personality Traits and Interviewer Evaluation

This study examines interview preparations (i.e., social preparation and background preparation) and impression management (IM) tactics (i.e., self‐focused IM and other‐focused IM) as the mechanisms between applicant personality characteristics and interviewer evaluation. Data were collected from both actual job applicants and interviewers. Results show that personality characteristics (i.e., extraversion and conscientiousness) have indirect effects on interviewer evaluation in terms of perceived person–job fit (P–J fit) and interpersonal liking through these two types of applicant behaviors. This study accomplishes two goals: (1) it extends the socioanalytic theory of personality ( Hogan, 1996 ) by testing the intervening roles played by applicants' behaviors that correspond to getting along with and getting ahead of others; and (2) it suggests that these applicant behaviors might be important cues for practical interviewers' effective assessment of applicants' performance‐related characteristics.     

Science–Practice Gap in e‐Recruitment

We conducted a content analysis of online job application forms used by companies listed on the Spanish Stock Exchange (i.e., Bolsa de Madrid). We collected data from 76 companies in 2005 and then again for 66 of these companies in 2009. We coded the type of information required on the application forms based on 24 categories related to potential illegal discrimination and personnel selection social context issues (i.e., fairness, intrusiveness, and privacy). Results indicated that the relative frequency of the 24 information categories has remained stable from 2005 to 2009. Moreover, averaging 2005 and 2009 results, a large percentage of companies require information that can be used for illegal discrimination and can be perceived as unfair, intrusive, and invasive of applicants' privacy such as age or date of birth (87%), nationality (61%), marital status (48%), place of birth (57%), passport number (47%), a photograph (23%), and number of children (11%). Our results document a science–practice gap in e‐recruitment because scholarly research suggests that requesting these types of information leads to negative applicant reactions ranging from negative perceptions and emotions to actually initiating legal action against the recruiting firm. Our results also point to e‐recruitment as an area that could be targeted as a good collaboration topic between scientists and practitioners because the resulting research has the potential to make important contributions toward bridging the science–practice gap.     

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.     

Individual Differences in Applicant Reactions: A Job‐Search Perspective

This study used three variables from a self‐regulatory job‐search framework to investigate individual differences in the relationship between applicants' perceived procedural fairness of selection tests and job‐pursuit intentions. Employment commitment, job‐search self‐efficacy, and motivational control were hypothesized to moderate the procedural fairness – job‐pursuit intentions relationship while controlling for pretest attitudes and perceived performance. Applicants (N=291) for entry‐level clerical jobs with large federal agencies completed pretest and posttest surveys. Results suggested that only job‐search self‐efficacy and motivational control moderated the relationship between perceived procedural fairness and job‐pursuit intentions. The relationship was stronger for applicants with higher levels of job‐search self‐efficacy and lower levels of motivational control.     

The Interactive Effect of Impression Motivation and Cognitive Schema on Self‐Presentation in a Personality Inventory1

Applicants usually try to put their best foot forward during personnel selection. Although past research has revealed meaningful individual differences in applicants' self‐presentation in personality tests (often called “faking”), it only concentrated on main effects and ignored the interaction of interindividual and intraindividual differences. Based on impression management theory, we hypothesized that interindividual differences in applicants' impression motivation interact with intraindividual differences in the perceived relevance of personality facets (applicants' cognitive schema). Results of hierarchical linear modeling analyses showed that both impression motivation and cognitive schema significantly affected self‐presentation. Furthermore, for participants with high levels of impression motivation, cognitive schema showed a stronger impact on self‐presentation than for those with low levels of impression motivation.     

Nostalgia's fulfillment of agentic and communal needs: How different types of self‐concepts shape consumer attitudes toward nostalgia

This research investigates how consumers' different types of self‐concepts (agentic vs. communal) shape their attitudes toward nostalgia. Experiment 1, using a two (self‐concept: agentic vs. communal) by two (nostalgia: nostalgic vs. non‐nostalgic) between‐subjects design and a series of multivariate analysis of variance and Hayes's PROCESS Model 8, showed that agentic and communal participants' preference was not increased in the non‐nostalgic condition but was increased in the nostalgic condition. Self‐concept indirectly influenced participants' preference for the nostalgic product through different functions of nostalgia; Agentic participants' likelihood of buying a nostalgic product and recommending it to others increased through enhanced self‐positivity, whereas communal participants' likelihood of buying a nostalgic product and recommending it to others increased through enhanced social connectedness. In Experiment 2, these results were replicated in the context of a public education campaign, and participants' chronic self‐concepts were measured. Participants with different chronic self‐concept tendencies were randomly assigned to nostalgic or non‐nostalgic conditions and were asked to indicate their attitudes toward the campaign. As in Experiment 1, a series of regression and Hayes' PROCESS Model 8 revealed that agentic and communal participants' attitudes were not enhanced in the non‐nostalgic condition but were enhanced in the nostalgic condition. Agentic (communal) individuals' favorability toward the nostalgic message about advocacy increased through enhanced self‐positivity (social connectedness). It appears that consumers with different self‐concepts (agentic vs. communal) experience enhanced feelings relevant to their self‐concepts (self‐positivity vs. social connectedness) when presented with nostalgic appeals for an object, and these heightened feelings drive an increased preference for it. Copyright © 2016 John Wiley & Sons, Ltd.     

Adolescents' self‐attributed moral emotions following a moral transgression: Relations with delinquency,confidence in moral judgment and age

The study investigates adolescents' self‐attributed moral emotions following a moral transgression by expanding research with children on the happy‐victimizer phenomenon. In a sample of 200 German adolescents from Grades 7, 9, 11, and 13 (M = 16.18 years, SD = 2.41), participants were confronted with various scenarios describing different moral rule violations and asked to judge the behaviour from a moral point of view. Subsequently, participants' strength of self‐evaluative emotional reactions was assessed as they were asked to imagine that they had committed the moral transgression by themselves. Results indicate that the intensity of self‐attributed moral emotions predicted adolescents' self‐reported delinquent behaviour even when social desirability response bias was controlled. Further, as adolescents' metacognitive understanding of moral beliefs developed, self‐attributed moral emotions and confidence in moral judgment became more closely associated. No general age‐related change in adolescents' self‐attributed moral emotions was found. Overall, the study provides evidence for a coordination process of moral judgment and moral emotion attributions that continues well beyond childhood and that corresponds with the more general notion of the formation of a moral self in adolescence.     

Complex Relationships Among Personality Traits,Job Characteristics,and Work Behaviors

The aim of the study was to investigate the additive, mediating, and moderating effects of personality traits and job characteristics on work behaviors. Job applicants (N=161) completed personality questionnaires measuring extraversion, neuroticism, achievement motivation, and experience seeking. One and a half years later, supervisors rated the applicants' job performance, and the job incumbents completed questionnaires about skill variety, autonomy, and feedback, work stress, job satisfaction, work self‐efficacy, and propensity to leave. LISREL was used to test 15 hypotheses. Perceived feedback mediated the relationship between achievement motivation and job performance. Extraversion predicted work self‐efficacy and job satisfaction. Work stress mediated the relationship between neuroticism and job satisfaction. Job satisfaction and experience seeking were related to propensity to leave. Autonomy, skill variety, and feedback were related to job satisfaction.     

Contingent approaches to making likelihood judgments about polychotomous cases: the influence of task factors

Two experiments tested the influence of three task factors on respondents' tendency to use normative, heuristic, and random approaches to making likelihood judgments about polychotomous cases (i.e., cases in which there is more than one alternative to a focal hypothesis). Participants estimated their likelihood of winning hypothetical raffles in which they and other players held various numbers of tickets. Responding on non‐numeric scales (vs. numeric ones) and responding under time pressure (vs. self‐paced) increased participants' use of a comparison‐heuristic approach, resulting in non‐normative judgment patterns. A manipulation of evidence representation (whether ticket quantities were represented by numbers or more graphically by bars) did not have reliably detectable effects on processing approaches to likelihood judgment. The authors discuss the implications of these findings for the further development of likelihood judgment theories, and they discuss parallels between contingent processing in choice and contingent processing in likelihood judgment. Copyright © 2005 John Wiley & Sons, Ltd.     

Online dating system design and relational decision making: Choice,algorithms, and control

One of the most popular ways to initiate romantic relationships today is through online dating. Typical dating systems follow one of three formats, see‐and‐screen (e.g., Match.com ), algorithm (e.g., eHarmony.com ), and blended (e.g., OkCupid.com ), which differ in the amount of individual control and algorithmic involvement they offer users. Do different features affect daters' decisions and expectations regarding relational development with selected partners? Study 1 indicated that although daters appreciated the personal control over mate selection afforded by see‐and‐screen systems, they also enjoyed using algorithmic systems. Study 2 found that blended systems provided “the best of both worlds” by offering dual benefits of control and algorithmic validation during mate selection. Findings shed light on self‐determination theory, decision making, and relationship formation more broadly.     

Where to seat the applicant? How spatial distance influences the effect of self‐promotion on interviewer evaluations

In high‐stakes contexts such as job interviews, people seek to be evaluated favorably by others and they attempt to accomplish such favorable judgments particularly through self‐promotional behaviors. We sought to examine the persuasiveness of job candidates’ self‐promotion by examining job applicants’ subjective hireability from the perspective of construal‐level theory. Construal‐level theory states that perceptions occur from different levels of psychological distance (i.e., distal vs. proximal). This distance is created by other dimensions of distance (e.g., spatial or social distance) and affects how individuals construe incoming information. From a large distance, people more readily process abstract information, whereas from a close distance, people more readily process concrete information. Specifically, construal compatibility occurs when abstract versus concrete features of a stimulus match the psychological distance experienced by message‐recipients. Construal compatibility (vs. incompatibility) makes evaluations (e.g., of messages) more favorable. To apply this principle to self‐promotion, we created self‐promotional videos of a job interview, in which the applicant sat either far away from or close to the hiring manager (manipulating psychological distance); the applicant, then, used either direct or indirect self‐promotion (manipulating message construal level). The results showed participants reported stronger intention to hire the applicant when distance matched (vs. did not match) the type of self‐promotion the applicant used.     

Autobiographical memory distributions for negative self-images: Memories are organised around negative as well as positive aspects of identity

The relationship between developmental experiences, and an individual's emerging beliefs about themselves and the world, is central to many forms of psychotherapy. People suffering from a variety of mental health problems have been shown to use negative memories when defining the self; however, little is known about how these negative memories might be organised and relate to negative self-images. In two online studies with middle-aged (N = 18; study 1) and young (N = 56; study 2) adults, we found that participants' negative self-images (e.g., I am a failure) were associated with sets of autobiographical memories that formed clustered distributions around times of self-formation, in much the same pattern as for positive self-images (e.g., I am talented). This novel result shows that highly organised sets of salient memories may be responsible for perpetuating negative beliefs about the self. Implications for therapy are discussed.     

“Could this happen to me?”: Threat‐related state orientation increases position identification with victims of random, “senseless” violence

Two experiments examined the role of threat‐related action‐state orientation in how observers become psychologically involved with victims of violence. Observing incidents of random, “senseless” violence is uniquely threatening to observers because they violate just world beliefs and appear like they could happen to anyone. Because stronger threat‐related state‐oriented individuals are less effective in down‐regulating such threats to the self, they should perceive stronger self‐concerned position identification (i.e., “this could happen to me”) when confronted with random, “senseless” violence. In contrast, no such effects should occur for observers' person identification (i.e., their other‐concerned empathy for the victim). The results of two experiments supported these ideas and ruled out potential alternative explanations based on individuals' just world beliefs, need for cognition, and their attribution strategies. We discuss the importance of threat‐related self‐regulation processes with regard to self‐ and other‐concerned mechanisms through which observers come to care for victims of violence. Copyright © 2008 John Wiley & Sons, Ltd.     

The Effect of Applicant Impression Management Tactics on Hiring Recommendations: Cognitive and Affective Processes

The main purpose of this study is to investigate whether applicants' impression management (IM) tactics indirectly influence hiring recommendations through cognitive mechanisms (i.e. recruiters' perceptions of person–organisation [P–O] fit, person–job [P–J] fit, and person–recruiter [P–R] fit) or affective mechanisms (i.e. recruiters' positive mood) during authentic employment interviews for actual job openings. Participants consisted of 221 applicant–recruiter dyads from 50 companies in Taiwan. The results demonstrated that applicants' self‐focused IM tactics are positively related to recruiter perceptions of P–J fit, which in turn influence hiring recommendations. In addition, applicant other‐focused IM tactics affect hiring recommendations through recruiters' perceptions of P–O fit. Moreover, applicants' non‐verbal IM tactics were positively related to recruiters' positive mood, which in turn affected recruiters' perceptions of P–J fit and P–O fit, thereby affecting hiring recommendations.     

Ratings of physical attractiveness within young,romantically engaged couples in Malaysia

This study examined the matching hypothesis, the positive illusions effect and the love is blind bias in young, romantically engaged couples in Malaysia. Each member of 58 young, romantically engaged heterosexual couples completed the Body Esteem Scale and items assessing physical attractiveness in relation to themselves and their partner. In support of the matching hypothesis, partners' perceptions of their own and their partner's facial and bodily attractiveness were significantly correlated. The positive illusions effect and the love is blind bias were also evident, with participants' ratings of partners being greater than both their own self‐ratings and their partner's self‐ratings of physical attractiveness. Although our findings suggest that these phenomena related to perceptions of physical attractiveness are evident across cultures, further studies are required.