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.     

So what do you think of the organization? A contextual priming explanation for recruitment Web site characteristics as antecedents of job seekers’ organizational image perceptions

Although job seekers’ organizational image perceptions can influence attraction to recruiting organizations, little is known about how these perceptions are formed or modified. To address this research gap, the authors drew from research in social cognition theory and demonstrated that recruitment Web site characteristics influenced the development and modification of organizational image perceptions via a priming mechanism. Results of two studies showed that having technologically advanced Web site features and depicting racially diverse organizational members served as contextual primers and influenced participants’ organizational image perceptions. Results also revealed that participants’ familiarity with recruiting organizations moderated the effects of these Web site characteristics on several dimensions of organizational image such that effects were weaker for more familiar organizations. These findings suggest that organizations can manage job seekers’ organizational image perceptions through strategic recruitment Web site design; however, such attempts may be tempered by job seekers’ familiarity with the organization.     

The influence of expertise and of physical complexity on visual short-term memory consolidation

We investigated whether the expertise of a perceiver and the physical complexity of a stimulus influence consolidation of visual short-term memory (VSTM) in a S1-S2 (Stimulus 1-Stimulus 2) change detection task. Consolidation is assumed to make transient perceptual representations in VSTM more durable, and it is investigated by postexposure of a mask shortly after offset of the perceived stimulus (S1; 17 to 483?ms). We presented colours, Chinese characters, pseudocharacters, and novel symbols to novices (Germans) or experts of Chinese language (Chinese readers). Physical complexity was manipulated by the number of strokes. Unfamiliar material was remembered worse than familiar material (Experiments 1, 2, and 3). For novices the absolute VSTM performance was better for physically simple than for complex material, whereas for experts the complexity did not matter-Chinese readers memorized Chinese characters (Experiment 3). Articulatory suppression did not change these effects (Experiment 2). We always observed a strong effect of SOA, but this effect was influenced neither by physical complexity nor by expertise; only the length of the interstimulus interval between S1 and the mask was relevant. This was observed even with short stimulus onset asynchrony (SOA) of 100?ms (Experiment 2) and in comparing colours and characters (Experiment 5). However, masks impaired memory if they were presented at the locations of the to-be-memorized items, but not beside them-that is, interference was location-based (Experiment 6). We explain the effect of SOA by the assumption that it takes time to stop encoding of information presented at item locations with the offset of S1. The increasing resistance against interference by irrelevant material appears as consolidation of S1.     

Sample size planning with the cost constraint for testing superiority and equivalence of two independent groups

The allocation of sufficient participants into different experimental groups for various research purposes under given constraints is an important practical problem faced by researchers. We address the problem of sample size determination between two independent groups for unequal and/or unknown variances when both the power and the differential cost are taken into consideration. We apply the well‐known Welch approximate test to derive various sample size allocation ratios by minimizing the total cost or, equivalently, maximizing the statistical power. Two types of hypotheses including superiority/non‐inferiority and equivalence of two means are each considered in the process of sample size planning. A simulation study is carried out and the proposed method is validated in terms of Type I error rate and statistical power. As a result, the simulation study reveals that the proposed sample size formulas are very satisfactory under various variances and sample size allocation ratios. Finally, a flowchart, tables, and figures of several sample size allocations are presented for practical reference.     

Observed Leadership Potential of Personnel in a Team Setting: Big Five traits and proximal factors as predictors

The authors explored implications of Big Five traits and proximal factors for the observed leadership potential of personnel in newly formed teams. Big Five traits were designated as distal factors having indirect links to observed leadership potential via three proximal factors: individual perception of team cohesion, team‐oriented proactivity, and teamwork knowledge. Drawing from implicit personality theory, the authors introduced a team‐leader personality profile as a higher‐order construct for explaining covariation among extraversion, conscientiousness, and emotional stability. A structural analysis of data from 472 personnel supported hypothesized relationships. Specific findings included validation of a team‐leader personality profile and preliminary support for the measure of team‐oriented proactivity that was developed for this study. Implications of the various findings are discussed.     

Perceived fairness in employee selection: the role of applicant personality

The present study investigated the role of applicant personality in relation to applicant procedural and distributive justice perceptions after being informed of an organization’s reject/accept selection decision. A sample of 503 students completed a selection test, believing the results would be used to make initial selection decisions for an organization recruiting from the university. Participants were presented with selection decisions (randomly assigned) two weeks later, and procedural and distributive justice perceptions were assessed. Hierarchical regression analyses indicated that agreeableness, openness to experience, and test-taking self-efficacy were positively related with perceptions of procedural and distributive justice. Neuroticism was negatively associated with distributive justice perceptions. The relationships of test-taking self-efficacy with procedural and distributive justice were moderated by the organization’s selection decision.     

Recruiters’ Inferences of Applicant Personality Based on Resume Screening: Do Paper People have a Personality?

Research shows recruiters infer dispositional characteristics from job applicants’ resumes and use these inferences in evaluating applicants’ employability. However, the reliability and validity of these inferences have not been empirically tested. Using data collected from 244 recruiters, we found low levels of estimated interrater reliability when they reviewed entry-level applicants’ resumes and made inferences regarding applicants’ personality traits. Moreover, when recruiters’ inferences of applicant personality were correlated with applicants’ actual Big Five personality scores, results indicated that recruiters’ inferences lacked validity, with the possible exceptions of extraversion and openness to experience. Finally, despite being largely unreliable and invalid, recruiters’ inferences of applicants’ extraversion, openness to experience, and conscientiousness predicted the recruiters’ subsequent employability assessments of the applicants.     

Comments on Jonathan Lear’s<Emphasis Type="Italic"> Radical Hope</Emphasis> (Harvard: 2006)

Cultural devastation, and the proper response to it, is the central concern of Radical Hope. I address an uncertainty in Lear’s book, reflected in a wavering over the difference between a culture’s way of life becoming impossible and its way of life becoming unintelligible. At his best, Lear asks the radical ontological question: when the cultural collapse is such that the old way of life has become not only impossible but retroactively unimaginable,––when nothing one can do (or did) makes sense anymore,––how can one go on? In raising this question, Lear’s book is a remarkable breakthrough; it comes close to raising the crucial ontological question of how to deal with the total collapse of a culture, and it may well become a classic by starting a conversation on the question: How should we live when our own culture is in the process of actually collapsing?

Lear suggests that

[w]hat would be required … would be a new Crow poet: one who could take up the Crow past and—rather than use it for nostalgia or ersatz mimesis—project it into vibrant new ways for the Crow to live and to be. (p. 51)

Later Heidegger had a similar suggestion for us and I try to spell it out briefly.     

Verbal predicates foster conscious recollection but not familiarity of a task-irrelevant perceptual feature – An ERP study

Research on the effects of perceptual manipulations on recognition memory has suggested that (a) recollection is selectively influenced by task-relevant information and (b) familiarity can be considered perceptually specific. The present experiment tested divergent assumptions that (a) perceptual features can influence conscious object recollection via verbal code despite being task-irrelevant and that (b) perceptual features do not influence object familiarity if study is verbal-conceptual. At study, subjects named objects and their presentation colour; this was followed by an old/new object recognition test. Event-related potentials (ERP) showed that a study-test manipulation of colour impacted selectively on the ERP effect associated with recollection, while a size manipulation showed no effect. It is concluded that (a) verbal predicates generated at study are potent episodic memory agents that modulate recollection even if the recovered feature information is task-irrelevant and (b) commonly found perceptual match effects on familiarity critically depend on perceptual processing at study.     

Multiple causation,indirect measurement and generalizability in the social sciences

The fact that causal laws in the social sciences are most realistically expressed as both multivariate and stochastic has a number of very important implications for indirect measurement and generalizability. It becomes difficult to link theoretical definitions of general constructs in a one-to-one relationship to research operations, with the result that there is conceptual slippage in both experimental and nonexperimental research. It is argued that problems of this nature can be approached by developing specific multivariate causal models that incorporate sources of measurement bias, along with the theoretical variables of interest. Many general concepts are defined in such a way that causal assumptions are built into the definitions themselves. Additionally, in any given piece of research it is necessary to omit many variables from consideration, and this is often done without careful consideration of the assumptions required to justify such omissions. Finally, generalization to more inclusive populations or a diversity of settings ordinarily requires one to replace constants by variables. It is concluded that the criteria of parsimony, generalizability, and precision are incompatible, given the multivariate nature of social causation, and the author expresses his own preference for sacrificing parsimony in favor of the objectives of achieving increased precision and generalizability of social science laws.