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Recruiters’ Inferences of Applicant Personality Based on Resume Screening: Do Paper People have a Personality?
Journal of Business and Psychology
Abstract
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.
... To benchmark the predictive accuracies of our models to current best practices, we compared them to the accuracy of human judges (see Figure 3). Prior research suggests that recruiters regularly infer personality from CVs, but do so inaccurately (Cole et al., 2009;Burns et al., 2014;Apers and Derous, 2017). Cole et al. (2009) found that when presented with written CVs, recruiters were only able to judge Extraversion better than chance (r = 0.15). ...
... Prior research suggests that recruiters regularly infer personality from CVs, but do so inaccurately (Cole et al., 2009;Burns et al., 2014;Apers and Derous, 2017). Cole et al. (2009) found that when presented with written CVs, recruiters were only able to judge Extraversion better than chance (r = 0.15). A similar pattern was replicated in research on personality judgments based on LinkedIn profiles that include both free text sections and CVs. ...
... Thus, their answers are more restricted and do not allow for a free expression of their personality. Notably, our models still substantially outperformed accuracies that have been reported for human judges (Cole et al., 2009;Apers and Derous, 2017;van de Ven et al., 2017;Roulin and Levashina, 2019). This comparison not only has practical implications, but also shows that relevant cues for personality judgments are available in application materials. ...
Assessing the psychological characteristics of job applicants—including their vocational interests or personality traits—has been a corner stone of hiring processes for decades. While traditional forms of such assessments require candidates to self-report their characteristics via questionnaire measures, recent research suggests that computers can predict people's psychological traits from the digital footprints they leave online (e.g., their Facebook profiles, Twitter posts or credit card spending). Although such models become increasingly available via third-party providers, the use of external data in the hiring process poses considerable ethical and legal challenges. In this paper, we examine the predictability of personality traits from models that are trained exclusively on data generated during the recruiting process. Specifically, we leverage information from CVs and free-text answers collected as part of a real-world, high-stakes recruiting process in combination with natural language processing to predict applicants' Big Five personality traits ( N = 8,313 applicants). We show that the models provide consistent moderate predictive accuracy when comparing the machine learning-based predictions with the self-reported personality traits (average r = 0.25), outperforming recruiter judgments reported in prior literature. Although the models only capture a comparatively small part of the variance in self-reports, our findings suggest that they might still be relevant in practice by showing that automated predictions of personality are just as good (and sometimes better) at predicting key external criteria for job matching (i.e., vocational interests) as self-reported assessments.
... Notably, our models still substantially outperformed accuracies that have been reported for human judges (Apers & Derous, 2017;Cole et al., 2009;Roulin & Levashina, 2019;van de Ven et al., 2017). This comparison not only has practical implications, but also shows that relevant cues for personality judgments are available in application materials. ...
... This comparison not only has practical implications, but also shows that relevant cues for personality judgments are available in application materials. Whereas human judges are known to be able to judge the Big Five personality traits of strangers from cues found in physical and online spaces (e.g., bedrooms or online social media profiles; Back et al., 2010;Gosling et al., 2002;Küfner et al., 2010;Naumann et al., 2009), prior work has suggested that recruiters struggle to make valid personality judgments based on application material for all Big 5 traits but for Extraversion (Apers & Derous, 2017;Cole et al., 2009;Roulin & Levashina, 2019;van de Ven et al., 2017). ...
... These norms and expectations restrict the richness of expression in the application documents and reduce the availability of relevant cues for personality judgments. For instance, a possible explanation for the challenge of human judges assessing Conscientiousness in application materials (Apers & Derous, 2017;Cole et al., 2009;Roulin & Levashina, 2019;van de Ven et al., 2017) compared to social media profiles Hall et al., 2014;Marcus et al., 2006) is that, unlike social media's more socially focused self-presentation contexts, the expectation of neatness and accuracy in application materials may prompt candidates to engage in more extensive errorchecking behavior. This behavior then minimizes the variance in otherwise overtly available cues for Conscientiousness such as the existence of spelling or grammatical errors. ...
Assessing the psychological characteristics of job applicants - including their vocational interests or personality traits – has been a corner stone of hiring processes for decades. While traditional forms of such assessments require candidates to self-report their characteristics via questionnaire measures, recent research suggests that computers can predict people’s psychological traits from the digital footprints they leave online (e.g., their Facebook profiles, Twitter posts or credit card spending). Although such models become increasingly available via third-party providers, the use of external data in the hiring process poses considerable ethical and legal challenges. In this paper, we examine the predictability of personality traits from models that are trained exclusively on data generated during the recruiting process. Specifically, we leverage information from CVs and free-text answers collected as part of a real-world, high-stakes recruiting process in combination with natural language processing to predict applicants’ Big Five personality traits (N = 8,313 applicants). We show that the models provide consistent moderate predictive accuracy when comparing the machine learning-based predictions with the self-reported personality traits (average r = .25), outperforming recruiter judgments reported in prior literature. Although the models only capture a comparatively small part of the variance in self-reports, our findings suggest that they might still be relevant in practice by showing that automated predictions of personality are just as good (and sometimes better) at predicting key external criteria for job matching (i.e., vocational interests) as self-reported assessments.
... They tend to be more persevering than their less conscientious counterparts and might ensure they periodically visit their profile to ensure they have not forgotten to add recent degrees obtained or recent professional experiences. As conscientiousness is associated with higher grades (Cole et al., 2009;Poropat, 2009), we hypothesize that individuals scoring high on conscientiousness will be more likely to provide information about their GPA (Grade Point Average) and/or academic awards. Furthermore, as they tend to set higher goals for themselves, we expect they try to obtain more certifications. ...
... For these reasons, we hypothesize that extraverts are more likely to list leadership, social skills, and public speaking among their skills. Due to their proactivity and activity level, past research has shown that people who report experience in leadership and practicing sports might be more extraverted than those who do not report this kind of information (Cole et al., 2009). Due to their need to seek stronger sensory stimulation (Eysenck et al., 1982), it has been observed that extraverts might be more likely to participate in physical activities than introverts (Wilson & Dishman, 2015). ...
... As many features that characterize LinkedIn also appear on résumés, it would be interesting to investigate if LinkedIn offers a more accurate signal of a person's personality than the screening of a résumé. Past studies have shown that candidates signal their personality through the information that appear on their résumé (Burns, Christiansen, Morris, Periard, & Coaster, 2014;Cole et al., 2009). On the one hand, the standardized structure of LinkedIn profiles might prevent recruiters from accessing additional signals of personality. ...
LinkedIn is considered the most effective social network website for job seekers and recruiters. Although LinkedIn profiles are regularly accessed to evaluate candidates, we know very little about the type of information conveyed. The aim of this study is to determine if LinkedIn profiles convey accurate information about individuals’ personality traits. Drawing from signaling theory, we expect that individuals portray themselves in a manner that will reflect their personality. To examine this assertion, 607 LinkedIn profiles were coded on 33 indicators. Regression analyses and classification statistics demonstrate that Linkedin profiles contain accurate signals of personality traits. Potential use and limitations of LinkedIn as a source of accurate information about personality are discussed.
... Resume screening is one of the most frequently used selection methods (Dipboye & Jackson, 1999), most likely because it is a cheap and easy means of reducing the number of applicants who are subjected to more costly selection measures such as interviews. In this initial screening process, recruiters take on the role of an employment gatekeeper, determining which applicants are allowed to remain for further consideration and which ones become rejected from the organization (Cole, Feild, Giles & Harris, 2009). Previous research confirms that recruiters form impressions of applicants' traits and skills based on reviewing their resumes, and that these impressions influence their judgments of applicant employability (Burns, Christiansen, Morris, Periard & Coaster, 2014;Cole et al., 2009). ...
... In this initial screening process, recruiters take on the role of an employment gatekeeper, determining which applicants are allowed to remain for further consideration and which ones become rejected from the organization (Cole, Feild, Giles & Harris, 2009). Previous research confirms that recruiters form impressions of applicants' traits and skills based on reviewing their resumes, and that these impressions influence their judgments of applicant employability (Burns, Christiansen, Morris, Periard & Coaster, 2014;Cole et al., 2009). Inaccurate perceptions of applicants' competence at this initial stage are therefore likely to result in suboptimal selection decisions, where the organization fails to hire the most competent applicant. ...
... Biographical information comprises historical and verifiable information, such as work experience and education, and this information is reported in resumes (Asher, 1972). Recruiters often assume that biographical information reveals behavioral patterns that convey important information about applicant skill and ability (e.g., Cole et al., 2009). Cole et al. (2003) had recruiters assess the extent to which specified items (e.g., volunteering for community service) were present in the resumes of job applicants, and then examined whether these judgments predicted the applicants' cognitive ability. ...
The present research examined the role of thinking mode for accuracy in recruiters and laypeople’s judgments of applicants’ cognitive ability. In Study 1, students who relied on their intuition were somewhat less accurate. In Study 2, an experimental manipulation of thinking mode (intuitive vs analytical) revealed no apparent differences in accuracy. Moreover, there were no differences in accuracy or agreement between recruiters and laypeople. Examination of the use of specific resume content suggested that intuitive thinking corresponds to basing one’s judgments more on the way that applicants present themselves in their personal letter and less on diagnostic biographical information such as SAT scores. The findings point to the possibility that professional recruiters may not possess intuitive expertise in this context.
... Ook kunnen onbewuste (negatieve of positieve) associaties met bepaalde persoonseigenschappen van de kandidaat een invloed hebben op de beoordeling (Burns et al., 2014). Bijvoorbeeld wanneer men aangeeft dat men lid is/was van een professionele vereniging, wordt dit geassocieerd met consciëntieuze kandidaten (Cole, Feild, Giles & Harris, 2009). Dit kan gezien worden als een positieve eigenschap, aangezien consciëntieusheid geassocieerd is met productievere werknemers (bvb. ...
... Over het algemeen verloopt deze screening systematisch, waarbij de functievereisten op voorhand zijn vastgelegd (Roe, 1983). Het voordeel van cv-screening is dat men kan vaststellen of een kandidaat de gevraagde kennis, ervaring en vaardigheden heeft vooraleer er meer tijdrovende en duurdere methodes worden gebruikt, zoals bijvoorbeeld vaardigheidstesten en simulaties (Cole, Feild, Giles & Harris, 2009). Met andere woorden, cvscreening is een soort van eerste horde die kandidaten moeten nemen vooraleer ze een 6 volgende stap in de selectieprocedure kunnen nemen. ...
... Zo proberen beoordelaars bijvoorbeeld persoonlijkheidstrekken uit cv's te herleiden aangezien sommige persoonlijkheidstrekken (zoals bijvoorbeeld consciëntieusheid) een goede voorspeller zijn van latere werkprestaties (Sackett, Lievens, Van Iddekinge & Kuncel, 2017). Echter, beoordelaars zijn niet altijd in staat om deze persoonlijkheidstrekken accuraat uit cv's te halen (Cole et al., 2009). Sterker nog, ze blijken dit zelfs te doen wanneer een cv enkel informatie bevat over bijvoorbeeld opleiding en ervaring (Burns et al., 2014). ...
In de praktijk en uit eerder empirisch onderzoek blijkt dat cv-screening niet altijd zorgt voor geschikte kandidaten voor een vacature. Verschillende zaken kunnen hiervan de oorzaak zijn: één beoordelaar voert de screening uit, waardoor cognitieve vertekeningen het selectieproces kunnen beïnvloeden; de beoordeling focust niet op alle relevante aspecten van de selectie of laat bepaalde criteria harder doorwegen dan andere; en/of de beoordelaar heeft onvoldoende expertise om de cv-screening uit te voeren. De huidige studie komt aan deze tekortkomingen tegemoet door de alternatieve beoordelingsmethode, comparatieve vergelijking, te beschrijven en de interbeoordelaarsbetrouwbaarheid en constructvaliditeit ervan voor cv-screening na te gaan. In deze studie is gebruik gemaakt van een bestaande vacature waar 42 kandidaten hun cv voor hebben ingestuurd. Deze cv’s zijn comparatief met elkaar vergeleken door ervaren (experts; N = 7) en minder ervaren beoordelaars (studenten; N = 57). De resultaten tonen aan dat comparatieve oordelen van ervaren beoordelaars samenhangen met een valide en betrouwbare cv-screening. De interbeoordelaarsbetrouwbaarheid van de oordelen van de studenten was lager dan de interbeoordelaarsbetrouwbaarheid van de oordelen van de experts. Hoewel er een sterke correlatie was tussen de rangorde van de ervaren beoordelaars en de rangorde van de studenten, lieten de studenten hun oordeel vaker afhangen van irrelevante aspecten.
... En effet, la phase de recrutement est propice à l'émergence de stéréotypes basés sur l'origine ethnique et les caractéristiques physiques des candidats, dont la couleur de peau (Amadieu, 2008 ;Banaji et al., 2021 ;Derous et Decoster, 2017) et l'attractivité (Desrumaux et Pohl., 2018 ;Leung et al., 2020). Au cours de la phase initiale de la procédure d'embauche, les recruteurs utilisent généralement les informations contenues dans le CV pour déduire les compétences professionnelles des candidats (Cole et al., 2009). Les CV sont généralement accompagnés d'une photo et le nom du candidat y est inscrit en Belgique (Derous et Decoster, 2017) comme en France (Amadieu et Roy, 2019). ...
... Chez les recruteurs, le contenu du curriculum vitae déclenche et influence des jugements stéréotypés sur les compétences potentielles du candidat, surtout quand ces informations sont insuffisantes (Amadieu et Roy, 2019 ;Cole et al., 2009). Les stéréotypes véhiculés sur les candidats noirs (p. ...
Cette recherche est l’une des premières à étudier le colorisme en Belgique et examine l’impact du colorisme et de l’attractivité physique, et l’interaction entre ces deux variables, sur la rétention de la candidature à un poste d’infirmière. Le colorisme est un biais en faveur de la couleur de peau la plus claire sur le plan intra- et/ou interethnique (Sealy-Harrington et Watson Hamilton, 2018). Le colorisme lié aux personnes noires est une discrimination très peu étudiée en Belgique comme en France. Les stéréotypes attribués aux femmes noires sont négatifs en général ; celles-ci occupent des postes subalternes dans nombre de métiers, dont les métiers de soins (Gatugu, 2017). Plus leur couleur de peau est foncée, plus elles sont discriminées et jugées moins attirantes (Hall, 2017). Dans le design expérimental utilisé, chaque répondant (n = 66) évalue six candidatures fictives d’infirmières (CV et photo) selon quatre dimensions : compétence, chaleur humaine, effort et rétention de la candidature. Le plan d’expérience incluait deux variables intra-sujets concernant les candidates à évaluer : l’apparence physique (attirante ou non) et la couleur de peau (blanche, noire métisse et noire). Les analyses de la variance à mesures répétées mettent en évidence un effet d’interaction entre le colorisme et l’attractivité physique par rapport à l’évaluation de l’effort, de la compétence et de la rétention de la candidature. Les candidates physiquement attrayantes à la peau noire ont un résultat d’effort plus élevé que les candidates à la peau blanche et noire métisse. Les candidates physiquement attrayantes à la peau blanche sont mieux évaluées sur le plan de la compétence que celles physiquement attrayantes à la peau noire métisse ou noire. Par contre, il n’y a aucun effet du colorisme qui ne soit considéré isolement. Les résultats montrent un effet d’interaction entre l’attractivité physique et le colorisme. Il faut souligner que les femmes noires métisses sont moins bien évaluées. D’autres études devraient être réalisées pour comprendre les mécanismes des discriminations spécifiques touchant les personnes noires.
... Furthermore, a variety of data sources were used, including professional social networks (e.g.: LinkedIn), CV and resume platforms, university student profiles, and even raw digital documents [10,11]. Thus, even though CVs are considered unstructured, and noisy documents, student CVs remain important documents that contain relevant professional and personal information and are directly oriented towards employability [12]. Accordingly, we propose our research on creating an employability model for Moroccan engineering students using combined machine learning to extract relevant information from their CVs. ...
... This allows for a better understanding of the model's recall, accuracy, precision, and overall effectiveness in distinguishing between classes. 12 The obtained results based on the confusion matrix, where the presented model CNN-GRU/Bert, indicated good interpretation for the classe 1 and 3 representing Industriel and automative respectively, otherwise the classe 0 has confusion with classe 2 , 4 reprsenting Computer Engineering, Networks and Systems Telecommunications and Electrical Engineering respectively. Where the speciality of computer science has more commun competencies with the other specialities, especialy on the use of commun technologies on the education process. ...
Deep Learning (DL) oriented document processing is widely used in different fields for extraction, recognition, and classification processes from raw corpora of data. The article examines the application of deep learning approaches, based on different neural network methods, including Gated Recurrent Unit (GRU), Long Short-Term Memory (LSTM), and Convolutional Neural Networks (CNN). The compared models were combined with two different word embedding techniques, namely: Bidirectional Encoder Representations from Transformers BERT and Gensim Word2Vec. The models are designed to evaluate the performance of architectures based on neural network techniques for the classification of CVs of Moroccan engineering students at ENSAK(National School of Applied Sciences of Kenitra, Ibn Tofail University). The used dataset included resumes collected from engineering students at ENSAK in 2023 for a project on the employability of Moroccan engineers in which new approaches were applied, especially machine learning, deep learning, and big data. Accordingly, 867 resumes were collected from five specialties of study (Electrical Engineering, Networks and Systems Telecommunications, Computer Engineering, Automotive Mechatronics Engineering, Industrial Engineering). The results revealed good performance of the proposed models based on the BERT embedding approach compared to models based on the Gensim Word2Vec embedding approach. Accordingly, the CNN-GRU/Bert model achieved slightly better accuracy with 0.9251 compared to other hybrid models.
... During this early screening phase, employers infer otherwise unobservable applicant characteristics (e.g., work ethic) from resumes [2]. Hence, it is in applicants' best interest to positively shape employers' inferences in the short time (about 45 seconds [3]) employers skim through a resume [4]. Applying the seminal signalling theory to resume screening [5,6], employers ('signal receivers') lack a priori knowledge of applicants' ('signal senders') productivity; hence, there is information asymmetry. ...
... The seven dimensions described were logical choices to manipulate in fictitious (graduate) resumes to maximise the external validity of our experiment as the dimensions are commonly presented in real-life resumes. Moreover, earlier research has evidenced the dimensions' relevance in recruiters' decision-making [4,7,33]. In particular for the Flemish hiring context, see the field experiments on the effect of gender, grade retention, volunteering and achievement in tertiary education on employment opportunities of Baert and colleagues [41], Baert and Picchio [42], Baert and Vujić [43] and Baert and Verhaest [39]. ...
The analysis of hiring penalties due to spelling errors has been restricted to white-collar occupations and error-laden resumes. Moreover, the mechanisms underlying these penalties remained unclear. To fill these gaps, we conducted a scenario experiment with 445 recruiters. Compared to error-free resumes, hiring penalties are inflicted for error-laden resumes (18.5 percent points lower interview probability) and resumes with fewer errors (7.3 percent points lower interview probability). Furthermore, we find heterogeneity in penalties inflicted. Half of the penalty can be explained by the perceptions that applicants making spelling errors have lower interpersonal skills (9.0%), conscientiousness (12.1%) and mental abilities (32.2%).
... For job applicants, information sources such as recruitment websites and interactions with recruiters help to reduce uncertainty about organizations. Recruiters, on the other hand, rely on information sources such as application materials, phone screenings, interviews, social media content, and reference checks to develop a more complete profile of job applicants (Cole, Feild, Giles, & Harris, 2009;Cole, Rubin, Feild, & Giles, 2007;Greer, Carr, & Hipp, 2016). ...
... The information provided for prior work experience details (e.g., number of clients, type of project) was also held constant. Finally, the name at the top of each resume was a generic "Candidate X" to avoid confounding biases such as gender and race (Ali et al., 2017;Cole et al., 2009). ...
A great deal of research on entrepreneurial exit focuses on the potential challenges entrepreneurs may face when launching a new venture, but very little is known about those who choose to re-enter the traditional workforce. It is commonly assumed that an entrepreneur can always “go back to work,” however, it is unclear how recruiters evaluate entrepreneurial experience early in the selection process. Drawing from screening theory, attribution theory, and the person-organization fit perspective, we designed three studies to begin answering questions about the challenges former entrepreneurs may face when attempting to find more traditional employment. Study 1 revealed that recruiters evaluate former entrepreneurs more negatively than job applicants with more traditional work experience, and this relationship is stronger when former entrepreneurs close—versus sell—their venture. Study 2 employed a qualitative, inductive approach to examine why recruiters may be biased against former entrepreneurs and found that there are often assumptions of rapid turnover, insubordinate behavior, and organizational misfit. Finally, the Study 3 results suggested that the negative evaluation of former entrepreneurs may not be universal and depends on important contextual factors such as job characteristics, length of entrepreneurial experience, and details about entrepreneurial exit.
... Conscientiousness reflects the desire to complete assignments well and in a timely manner while also displaying self-control (Duckworth et al., 2007). During the selection process, conscientiousness is likely to be inferred from a candidate's work experience and academic qualifications (Cole et al., 2009). Emotions expressed during an interview may provide limited cues in assessing this particular personality trait. ...
... Differences in evaluations of the trait of conscientiousness were smaller than for all other traits. We hypothesised that this trait would not be affected by interview mode since perceptions about a candidate's diligence are normally assessed using the curriculum vitae and are less susceptible to the context in which the selection interview takes place (Cole et al., 2009). Our data indicate that this is not the case as the videoconference channel has a negative, albeit smaller effect on ratings of this trait. ...
Adoption of new technology to support selection interviews may distort the validity of source data in HR analytics, with implications for Artificial Intelligence (AI) algorithms used to assess candidates' personality traits. Using a field experiment with real selection interviews, we compare two common selection interview modes—Face-to-Face and videoconference, to evaluate their impact on personality trait assessments. Our findings indicate that candidates scored more highly on agreeableness, openness, extroversion, and conscientiousness, but lower on neuroticism, during a Face-to-Face interview compared with videoconference. There was also greater variation in personality ratings when interview sequence commenced with videoconference followed by Face-to-Face, compared with the reverse order. Our results suggest that Face-to-Face followed by videoconference provide a less distorted assessment of personality traits than videoconference followed by Face-to-Face. This study also contributes to practical and academic debates centred on human and AI selection practices and the use of data analytics in HR processes.
... According to Cole et al. (2009), recruiters look for a candidate whose personality matches the job vacancy and the organization at large, indicating that personality influences job performance. The study was conducted to examine whether the job provided on social networking sites such as LinkedIn can be used by employers to determine the personality traits of an applicant. ...
... These psychological factors considered by employers during recruitment help determine the general performance and productivity of the workers. According to Cole et al. (2009), recruiters look for a candidate whose personality matches the job vacancy and the organization at large, indicating that personality impacts job performance. Also, the mental state of the candidate is another psychological factor that affects recruitment since recruiters are more interested in workers with the right mental or psychological abilities for their job. ...
... The recruiters consider the different perceptions while recruiting the fresh engineering graduates for entry level of engineering positions. [16][17][18][19] In engineering section, there is wide range of job opportunities for applicants to apply both white-collar and other manual oriented jobs (Jim E.H. Bright and Sonia Hutton 2017). In the process of recruitment, generally, MNCs and industries receives a large number of resumes at the time of hiring. ...
Recruitment of applicant is based on the personality perceptions. In this analysis we have examined the personality perceptions in resumes of engineering students within the completion of engineering course. This study focussed on the relation of impression management theory’s principle of self-presentations strategy with resumes. Specific personality perceptions of resumes were assessed to judge the hire-ability level of engineering students. In the process of assessment, this study focuses on three significant areas of resume such as educational qualifications, personal information and resume format. These three areas were strongly associated with the recruiter’s perceptions for fresh engineering position. This study was conducted at the entry level of engineering positions in the campus recruitments. We have selected and scrutinised 145 numbers of resumes in the current research work.
... Furthermore, a variety of data sources were used, including professional social networks (e.g., LinkedIn platform), CV and resume platforms, university student profiles, and even raw digital documents [10,11]. Thus, even though CVs are considered unstructured, and noisy documents, student CVs remain important documents that contain relevant professional and personal information and are directly oriented towards employability [12]. Accordingly, we propose our research on creating an employability model for Moroccan engineering students using combined machine learning to extract relevant information from their CVs. ...
Deep learning (DL)-oriented document processing is widely used in different fields for extraction, recognition, and classification processes from raw corpus of data. The article examines the application of deep learning approaches, based on different neural network methods, including Gated Recurrent Unit (GRU), long short-term memory (LSTM), and convolutional neural networks (CNNs). The compared models were combined with two different word embedding techniques, namely: Bidirectional Encoder Representations from Transformers (BERT) and Gensim Word2Vec. The models are designed to evaluate the performance of architectures based on neural network techniques for the classification of CVs of Moroccan engineering students at ENSAK (National School of Applied Sciences of Kenitra, Ibn Tofail University). The used dataset included CVs collected from engineering students at ENSAK in 2023 for a project on the employability of Moroccan engineers in which new approaches were applied, especially machine learning, deep learning, and big data. Accordingly, 867 resumes were collected from five specialties of study (Electrical Engineering (ELE), Networks and Systems Telecommunications (NST), Computer Engineering (CE), Automotive Mechatronics Engineering (AutoMec), Industrial Engineering (Indus)). The results showed that the proposed models based on the BERT embedding approach had more accuracy compared to models based on the Gensim Word2Vec embedding approach. Accordingly, the CNN-GRU/BERT model achieved slightly better accuracy with 0.9351 compared to other hybrid models. On the other hand, single learning models also have good metrics, especially based on BERT embedding architectures, where CNN has the best accuracy with 0.9188.
... Résumés are an essential component in the job application process, as the typical job application process begins with an organization reviewing the applicant's paper credentials before an invitation to interview [13]. Based on résumé reviews, the individual who initially reviews an applicant's résumé acts as the gatekeeper deciding which applicants gain further consideration [14]. Employability can be perceived as an aggregate multidimensional construct (MDC). ...
... In addition, this approach endorses a multidimensional view of perceived employability (Vanhercke et al., 2014) by investigating candidates' skills and job suitability from the viewpoint of the decision-makers, which extends our understanding of the effects of r esum e-screening discrimination. Thirdly, this study uses r esum es of young and qualified applicants for whom formal education is fundamental, and the r esum e is still a key instrument in entering the labour market (Cole et al., 2007(Cole et al., , 2009. Understanding how the multiple social categories present in the r esum e intersect and influence the employability of these candidates is then critical to prevent hiring discrimination at an earlier career stage, which can then contribute to increasing youth employment and enhance the integration in the labour market of local minorities such as women, inexperienced workers and second-generation immigrants. ...
Purpose
Numerous studies have shown that minority workers are disadvantaged in the labour market due to stereotypes and discrimination. However, published research on résumé screening has overlooked the effects of multiple social categorisations pertaining to candidates' gender, education and origin. This study addresses this gap and examines whether the gender, the level of education and the national origin cues mentioned in the résumé affect the perceived employability of candidates.
Design/methodology/approach
This study employs an experimental between-subjects factorial design in that 12 résumés varying in gender, education and national origin were rated by 373 Portuguese working adults.
Findings
The results documented a gender premium as women were favoured in interpersonal and job skills but not in job suitability, and an education premium, since higher educated candidates were preferred despite their gender and origin. No meaningful interactions for gender × education × national origin were observed, which suggests that ingroup favouritism and outgroup discrimination in résumé screening can be averted.
Originality/value
The findings endorse a multidimensional view of perceived employability by investigating candidates' skills and job suitability from the viewpoint of the decision-makers, which extends our understanding of résumé-screening discrimination. This is critical to prevent hiring discrimination at an earlier career stage, which can increase youth employment and enhance the integration in the labour market of local minorities such as women, inexperienced workers and second-generation immigrants.
... For example, different recruiters can rely on different resume information to develop employability judgments about different job applicants, which means that the validity of resume evaluation scores is expected to vary depending on how recruiters use the resume information to assess job applicants. Previous research has shown that recruiters make multiple inferences about job applicants' abilities and attributes based on their resume information (e.g., cognitive ability, personality, multiple fit perceptions [23,33,34]). However, if different recruiters have idiosyncratic perceptions about the importance of different abilities and individual attributes that are assessed in resume evaluation for predicting effective job performance (as is typically the case), the validity of these inferences should vary depending on the weights that are placed in combining the multiple inferences into making hiring recommendations, not to mention the expected unreliability of inferences that different recruiters make about job applicants based on resume information. ...
Research has consistently shown that resume screening decisions, despite their practical importance and frequent use in practice, are prone to biases that disadvantage applicants in demographic minority groups. Using a two-stage multiple-hurdle selection simulation as an example (initial selection on resume scores, then selection on a composite of cognitive ability and conscientiousness test scores), the current study illustrates the practical impact that bias against ethnic minority group applicants in resume evaluation can have on the outcomes of selection. Results show that if the bias against minority group applicants creates even a modest level of deflation in the observed resume evaluation scores for minority group applicants, the selection rate for minority group applicants is expected to be meaningfully lower compared to the selection rate for majority group applicants, increasing the likelihood of adverse impact. These findings demonstrate in clear practical terms the critical importance of fair resume evaluations for improving the legal defensibility of selection. Going beyond the simple understanding that bias against minority group applicants in resume screening leads to lower diversity, the current study contributes to the previous literature by clearly outlining the expected effect that varying levels of discriminatory resume evaluation have on the practical outcomes of selection. Moreover, we illustrate these results under a realistic set of conditions implied from the personnel selection literature and meta-analyses of variables relevant to personnel selection.
... Different psychological factors affect the recruitment process of an employee in an organization (Olšovská and Švec, 2017). As reported by Cole et al. (2009), recruiters look for candidates whose personality is in accord with the vacant position as it was found that personality largely impacts job performance. ...
In this paper we aim to provide an extension of the personality style based psychological comparative assessment of salesmen using three orientations such as task, people and organizations ("Sales Troika" or ST). Contrasting to the classical ST model, we use Spherical Fuzzy Set (SFS) for ranking of statements and subsequent score calculations. Personality Assessment (PA) is an important aspect during the process of recruitment and selection. PA acts as one of the critical success factors (CSF) for effective selection as personality significantly influences the performance of the employee. The psychological frameworks follow conventional scoring which suffers from subjective bias. The present paper attempts to offset the subjective bias (due to imprecise and uncertain information) by using SFS based rating and calculations. The study is carried out in two steps. First, a group of five (5) candidates applying for sales job at the junior level have taken part in the comparative assessment process. We use our framework to classify the respondents according to their style. Second, we carry out a SFS based Multi-Criteria Decision Analysis (MCDA) for their relative ranking based on the opinions of the members of a selection panel. To carry out the comparative assessment of the candidates based on experts' ratings, we use the modified SF LOgarithmic Percentage Change-driven Objective Weighting (LOPCOW) method. We examine the stability and accuracy of the SFS-MCDA model through validity testing and sensitivity analysis. We observe a resemblance between the decision of the panel and the personality assessment results.
... At their core, LinkedIn profiles are like extended online resumes. And, extraverted applicants tend to include more extracurricular activities, volunteering, elected office roles, and club memberships in their resumes (Cole et al., 2009). In addition, taking on leadership roles (at work or in school) is a central element of the social boldness facet of extraversion, whereas having more professional connections, being involved in volunteering activities or showcasing teamwork experiences or skills might signal sociability. ...
We compared self-reports or test-based assessments of personality, cognitive ability, and likelihood or tendencies to engage in organizational citizenship behaviors (OCB) from experienced workers (targets, N = 154) with one approach to rate these traits based on LinkedIn profiles using hiring professionals (panel raters, N = 200), graduate students in Industrial-Organizational Psychology (I-O raters, N = 6), and automated assessments with the language-based tool Receptiviti (for personality only). We also explored potential for adverse impact associated with this approach of LinkedIn profile assessments and how profile elements are associated with ratings. Results demonstrated that raters can reliably assess personality, cognitive ability, and OCB with one-item measures. LinkedIn showed little promise for valid assessments of personality (except some weak evidence for honesty-humility) and OCB tendencies for all data sources. And, we only found modest evidence of convergent validity for cognitive ability. Automated assessments of personality with Receptiviti were more consistent with raters’ assessments than targets’ self-reports. LinkedIn-based hiring recommendations did also not differ on the basis of gender, race, or age. Finally, in terms of profile content, longer LinkedIn profiles with more professional connections, more skills listed, or including a professional picture were viewed more positively by both types of raters. But these content elements were largely unrelated to targets’ self-reports or test scores. Thus, organizations should be careful when relying on LinkedIn-based assessments of applicants’ traits.
... One of the models that describe the measurement of human personality is the Big Five Personality, which in terms of the ability to predict personality, should be able to produce job performance predictions for job applicants [16]. Personality analysis can provide unique training or direction for participants who have different characteristics in the training and workplace to produce practical training, especially in companies [17]. ...
... One of the models that describe the measurement of human personality is the Big Five Personality, which in terms of the ability to predict personality, should be able to produce job performance predictions for job applicants [16]. Personality analysis can provide unique training or direction for participants who have different characteristics in the training and workplace to produce practical training, especially in companies [17]. ...
... Studien zur Validität der Bewerbungsunterlagen bzw. einzelner Informationen aus den Bewerbungsunterlagen sind im Vergleich hierzu weitaus seltener (Cole, Feild, Giles & Harris, 2009). ...
... Applicants' résumé information contain verifiable life and historical information (Chen et al., 2011). During the screening process, recruiters evaluate applicants based on résumé information, including their education and work experience (Cole et al., 2003;Cole et al., 2009;Cole et al., 2007). Previous research has also found that résumé information influences recruiters' hiring recommendations and that these recommendations are mediated by the perceived level of qualification (Chen et al., 2011;Cole et al., 2007). ...
Hiring managers regularly encounter job applicants with atypical levels of experience across several common domains-For example, occupational experience, general work experience, educational experience, and life experience. Surprisingly, few large-scale studies have investigated how hiring managers respond to applicants with atypical experience for the job, leaving a substantial lacuna in our knowledge. The primary goal of the present study is to examine the association between relative under- and over-experience in the aforementioned domains and the likelihood of applicants being subsequently interviewed and eventually hired. We draw on insights from attribution theory to introduce the concept of red flags in the judgment of applicant experience. In doing so, we propose that hiring managers may avoid interviewing and hiring applicants with atypical experience relative to the applicant pool (i.e., relative over- or underexperience). Overall, our red flags perspective posits that job applicants with typical amounts of experience will be favored by hiring managers, which may be a useful lens for explaining why highly experienced applicants are not always considered. We test these predictions on a unique dataset parsed from 53,194 résumés and the corresponding application forms from 42 different organizations. Our results are broadly consistent with the red flags perspective, notably uncovering some intricate nonlinear effects. Implications for theory and practice are discussed. (PsycInfo Database Record (c) 2021 APA, all rights reserved).
... Een eerste belangrijke vraag is welke informatie recruiters kunnen afleiden uit CV's en sollicitatieformulieren. Volgens sommigen (Burns, Christiansen, Morris, Periard, & Coaster, 2014;Cole, Feild, Giles, & Harris, 2009) weerspiegelen CV's iemands persoonlijkheid. Maar kunnen recruiters de persoonlijkheid van sollicitanten op basis van een CV ook op een accurate manier ingeschatten? ...
Het selecteren van goede werknemers is van groot belang voor het garanderen van goed functionerende organisaties. Allereerst bekijken we de huidige wetenschappelijk stand van zaken met betrekking tot het selecteren van werknemers. We bespreken de verschillende fases van een selectieprocedure, perspectieven om naar selectie te kijken en het selectiemodel. We eindigen het eerste deel met een kritische bespreking van de voornaamste selectie-instrumenten op basis van de best beschikbare wetenschappelijke evidentie en een samenvattende testwijzer. Vervolgens illustreren we een aantal recente uitdagingen voor werving en selectie aan de hand van casussen; we eindigen met een kritische noot over de zogenoemde scientist-practitioner gap (de kloof tussen wetenschap en praktijk) en wat we hieraan kunnen doen.
... Validity refers to the accuracy and value attached to video resumes in comparison to the other methods of recruitment [9,26]. The validity being referred here is the predictive validity, which measures whether the job applicants believe that this tool (video resume) will help them attain the expected outcome (job) [20]. ...
In this work, we have analyzed the perceptions of Master of Business Administration (MBA) enrolled job-seekers towards video resumes along with determining the reasons for preference and non-preference for it. We administered 210 semi-structured self-designed questionnaires among MBA enrolled candidates looking for internships or final year placements of various Indian Universities. They were asked to use a video resume platform followed by filling up a semi-structured questionnaire focussed on gathering viewpoints about the perceived interface features, fairness, validity, privacy. Qualitative data analysis was also done to determine the reasons affecting user’s adoption of platform driven services. Video resumes hosted on video-sharing platforms offer a unique opportunity to both the sides concerned i.e. the job applicant as well as the recruiter. Research on determining video resumes from job applicants’ viewpoints is scarce and this study will add to the paucity of research pool on this topic. Moreover, this is the first study to highlight the issue of security and privacy of video resume platforms and, provide technical recommendations to these platforms from the applicants’ perspective. With this study we hope to reach out to recruiters (practitioners), job-seekers, researchers and information system application developers for better acceptability of the product.
... Nevertheless, this might be a relevant factor as going abroad in different phases of a student's study career might have a different impact on her/his career. Employers screen job applications looking for indicators that the candidate has acquired certain desired skills and make inferences about the applicants' skills, personality (Cole et al. 2009), and ability (Chen et al. 2011). Through these inferences, employers make predicitions about the applicants' skills, suitability, potential performance, and fit within the broader context of the organization (Cole et al. 2007;Tsai et al. 2011). ...
Over the last decades, there has been increasing interest in the topic of international student mobility (ISM). However, there is surprisingly little analysis of the ways in which different characteristics and types of short-term ISM or the importance of host education systems and labour markets may affect early career outcomes of formerly mobile graduates. Therefore, in this study we explore, first, the relationship between participation in ISM at the Bachelor and Master level and graduates’ wages and the duration of education-to-work transitions. Second, we investigate variations in ISM labour market outcomes according to the type of mobility: study, internships, or combinations of both. Third, we examine the relationship between labour market outcomes of formerly mobile students and the country of destination’s position in higher education international prestige hierarchies and labour market competitiveness. We use the Dutch National Alumni Survey 2015, a representative survey of higher education graduates in the Netherlands, conducted 1.5 years after graduation. Before controlling for selection into ISM, the results suggest the existence of labour market returns to ISM and that the heterogeneity of ISM experiences matters as labour market outcomes vary according to the level of study, the type of mobility, and the positioning of the country of destination in international prestige hierarchies. However, after controlling for selection into ISM through propensity score matching, the differences in early career outcomes between formerly mobile and non-mobile graduates disappear, suggesting that they cannot be causally attributed to their ISM experience. We explain these results with reference to the characteristics of the Dutch education system and labour market, where restricted possibilities for upward vertical mobility limit returns to ISM in the local labour market.
... Recruiters widely use applicants' résumés and cover letters as initial selection tools in recruitment, spending time screening them (Arnulf, Tegner, & Larssen, 2010) and searching for cues to evaluate applicants' employability and suitability for the jobs offered. These cues translate into strong attributions about the applicants' employability, especially their job-related knowledge, interpersonal skills, and even general mental ability (Cole, Feild, Giles, & Harris, 2009;Huang, Chen, & Lai, 2013). The decision of whether to shortlist applicants depends heavily on these attributions (Knouse, 1989). ...
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.
... Applicants' résumé information contain verifiable life and historical information (Chen et al., 2011). During the screening process, recruiters evaluate applicants based on résumé information, including their education and work experience (Cole et al., 2003(Cole et al., , 2007(Cole et al., , 2009. Previous research has also found that résumé information influences recruiters' hiring recommendations and that these recommendations are mediated by the perceived level of qualification (Chen et al., 2011;Cole et al., 2007). ...
... Some Big 5 and hirability studies have considered the role of the evaluators' perceptions and personality. In addition to testing whether recruiters made recommendations for employment based on the Big 5, Cole, Feild, Giles, and Harris (2009) evaluated the accuracy of the recruiters' assessment of candidate personality traits. They found little evidence that recruiters could accurately evaluate candidates' personality traits based on resumes; however, recruiters continued to recommend employment for those candidates whom they perceived as being extraverted, open to experience, and conscientious. ...
One of the main practical recommendations from the copious public service motivation literature is that human resources (HR) professionals should use public service motivation (PSM) to assist in selecting candidates for public service jobs. To test if PSM is indeed attractive to HR professionals in selecting applicants to work in the public sector, 238 HR managers recruited from the International Public Management Association for Human Resources rated three cover letters and then rated themselves about PSM and the Big 5 personality traits. The cover letters were randomized on most likely combinations of PSM and Big 5, revealed in earlier research. Our results are that real HR professionals did not rate cover letters more highly when they displayed aspects of PSM.
... Participants may have attended to the content more than they did to the picture in evaluating the therapist. This idea may find support in organizational psychology, a field in which studies have found that applicants' personality traits and cognitive abilities are usually inferred from their résumé's content and format (Cole, Feild, & Giles, 2003), which significantly predict their employability (Cole, Feild, Giles, & Harris, 2004;Cole, Feild, Giles, & Harris, 2009). Therefore, it is possible that because the vignette in the current study was professionally written and formatted, and the content described a very competent, experienced, and thoughtful therapist, participants across the three conditions inferred highly positive personality traits and abilities about the therapist, which overshadowed her religious identification present in the pictures. ...
This study investigated whether therapist–rater religious match predicts better therapist ratings. Christian and Muslim Lebanese students (N = 187) were randomized into 3 conditions. A written vignette of the therapist was constant across conditions, but her picture was manipulated to include a veil, a cross pendant, or neither. Participants filled out a therapist rating form afterward. There were no significant differences in overall therapist ratings between groups. © 2019 by the American Counseling Association. All rights reserved.
... As well, HRMs can use the tool to determine whether a candidate that should have been called for an interview was left aside. Whereas, psychologist can use the outcome of our methods as a way to determine whether HRM infers aspects like personality ( Cole, Feild, Giles, & Harris, 2009 ) or whether they are affected by errors like misspellings ( Martin-Lacroux, 2017 ). In addition, other systems could use our methods' outputs to generate feedback that rejected candidates could find useful to improve their profiles. ...
With the success of the electronic recruitment, now it is easier to find a job offer and apply for it. However, due to this same success, nowadays, human resource managers tend to receive high volumes of applications for each job offer. These applications turn into large quantities of documents, known as résumés or curricula vitae, that need to be processed quickly and correctly. To reduce the time necessary to process the résumés, human resource managers have been working with the scientific community to create systems that automate their ranking. Until today, most of these systems are based on the comparison of job offers and résumés. Nevertheless, this comparison is impossible to do in data sets where job offers are no longer available, as it happens in this work. We present two methods to rank résumés that do not use job offers or any semantic resource, unlike existing state-of-the-art systems. The methods are based on what we call Inter-Résumé Proximity, which is the lexical similarity between only résumés sent by candidates in response to the same job offer. Besides, we propose the use of Relevance Feedback, at general and lexical levels to improve the ranking of résumés. Relevance Feedback is applied using techniques based on similarity coefficients and vocabulary scoring. All the methods have been tested on a large corpus of 171 real selection processes, which correspond to more than 14,000 résumés. The developed methods can rank correctly, in average, 93% of the résumés sent to each job posting. The outcomes presented here show that it is not necessary to use job offers or semantic resources to provide high quality results. Furthermore, we observed that résumés have particular characteristics that as ensemble, work as a facial composite and provide more information about the job posting than the job offer. This certainly will change how systems analyze and rank résumés.
People exhibit unique emotional responses. In the same scenario, the emotional reactions of two individuals can be either similar or vastly different. For instance, consider one person's reaction to an invitation to smoke versus another person's response to a query about their sleep quality. The identification of these individual traits through the observation of common physical parameters opens the door to a wide range of applications, including psychological analysis, criminology, disease prediction, addiction control, and more. While there has been previous research in the fields of psychometrics, inertial sensors, computer vision, and audio analysis, this paper introduces a novel technique for identifying human traits in real time using brainwave data. To achieve this, we begin with an extensive study of brainwave data collected from 80 participants using a portable EEG headset. We also conduct a statistical analysis of the collected data utilizing box plots. Our analysis uncovers several new insights, leading us to a groundbreaking unified approach for identifying diverse human traits by leveraging machine learning techniques on EEG data. Our analysis demonstrates that this proposed solution achieves high accuracy. Moreover, we explore two deep-learning models to compare the performance of our solution. Consequently, we have developed an integrated, real-time trait identification solution using EEG data, based on the insights from our analysis. To validate our approach, we conducted a rigorous user evaluation with an additional 20 participants. The outcomes of this evaluation illustrate both high accuracy and favorable user ratings, emphasizing the robust potential of our proposed method to serve as a versatile solution for human trait identification.
Härtel, T. M., & Back, M. D. (2024). From bullet points to personality insights: What’s hiding in your resumé? The Brunswik Society Newsletter (ISSN 2296-9926), 39, 33-36. https://brunswiksociety.org/wp-content/uploads/2024/12/2024-Brunswik-Society-Newsletter.pdf.
Recruiters often prioritize personality when making hiring decisions, with resumé screening being the most widely used method in the selection process. As such, resumés are frequently used as a means to infer an applicant’s stable personality traits. However, research on the specific cues within resumés that indicate personality traits remains limited. This underscores the need for more in-depth studies to determine how effectively resumés signal an applicant’s personality. Here we will provide a brief summary of the article by Tobias M. Härtel, Simon M. Breil, Eric
Grunenberg, and Mitja D. Back, “Relationships Between Resumé Cues and Applicants’
Personality,” published in Applied Psychology (available at https://doi.org/10.1111/apps.12522). In this article, we present an empirical study on how applicants’ personality traits are expressed in their resumé information.
Researchers have developed many uses for digital trace data, yet most online survey experiments continue to rely on attitudinal rather than behavioral measures. We argue that researchers can collect digital trace data during online survey experiments with relative ease, at modest costs, and to substantial benefit. Because digital trace data unobtrusively measure survey participants’ behaviors, they can be used to analyze digital outcomes of theoretical and empirical interest, while reducing the risk of social desirability bias. We demonstrate the feasibility and utility of collecting digital trace data during online survey experiments through two original studies. In both, participants evaluated interactive digital resumes designed to track participants’ clicks, mouse movements, and time spent on the resumes. This novel approach allowed us to better understand participants’ search for information and cognitive processing in hiring decisions. There is immense, untapped potential value in collecting digital trace data during online survey experiments and using it to address important sociological research questions.
Recruiters routinely use LinkedIn profiles to infer applicants' individual traits like narcissism and intelligence, two key traits in online network and organizational contexts. However, little is known about LinkedIn profiles' predictive potential to accurately infer individual traits. According to Brunswik's lens model, accurate trait inferences depend on (a) the presence of valid cues in LinkedIn profiles containing information about users' individual traits and (b) the sensitive and consistent utilization of valid cues. We assessed narcissism (self-report) and intelligence (aptitude tests) in a sample of 406 LinkedIn users along with 64 LinkedIn cues (coded by three trained coders) that we derived from trait theory and previous empirical findings. We used a transparent, easy-to-interpret machine learning algorithm leveraging practical application potentials (elastic net) and applied state-of-the-art resampling techniques (nested cross-validation) to ensure robust results. Thereby, we uncover LinkedIn profiles' predictive potential: (a) LinkedIn profiles contain valid information about narcissism (e.g. uploading a background picture) and intelligence (e.g. listing many accomplishments), and (b) the elastic nets sensitively and consistently using these valid cues attain prediction accuracy (r = .35/.41 for narcissism/intelligence). The results have practical implications for improving recruiters' accuracy and foreshadow potentials and limitations of automated LinkedIn-based assessments for selection purposes.
Розкрито поняття рекрутингу. Визначено особливості застосування рекрутингу в системі управління персоналом. Розкрито підходи до визначення рекрутингу. Розкрито елементи рекрутингу. Сформовано авторське трактування даного поняття. Досліджені основні види рекрутингу Охарактеризовано перелік персоналу, який передбачає кожен з цих видів. Надано характеристику різновидів рекрутингу. Визначено, що основним недоліком зовнішнього рекрутингу є погіршення «клімату» в колективі та певний стрес від нової людини чи від небажання керівника «ростити» свої працівників. Розкрито роботу внутрішнього рекрутера. Виокремлено етапи внутрішнього рекрутингу та надано їх характеристику. Визначено від чого залежить ефективність ректутингу. Досліджено, що класичний рекрутмент передбачає набір працівників на «прості» посади в офісі. Досліджені основні показники, які характеризують ефективність рекрутингової діяльності. Визначено, що застосування рекрутингу є важливим для підприємства, адже наймаючи на роботу працівників керівництво очікує максимального результату, якій в першу чергу залежить від рекрутера, який власне займається їхнім пошуком. Запропоновано показники, які необхідні для рекрутингових метрик. У підсумку досліджено обсяги доходів глобальних рекрутингових компаній і визначено, що вони за розміром дорівнюють ВВП невеликої країни. Що стосується України, дослідження показує зменшення кількості ресурсних компаній та їхнього доходу, що було спричинено війною в Україні та відсутністю попиту з боку вітчизняних компаній. Але з майбутньою інтеграцією нашої країни в ЄС такий попит виникне, адже сьогодні рекрутингові послуги – це не тільки економія часу компанії на пошук працівника, але й ресурси, які компанія витрачає на цей пошук. Запропоновано основні заходи щодо покращення рекрутингової діяльності. Визначено, що популяризація рекрутингових послуг в Україні буде відбуватись на тлі інтеграції в ЄЄ та переходу вітчизняних компаній на європейський спосіб ведення бізнесу. Зроблені висновки щодо особливостей застосування рекрутингу в системі управління персоналом підприємства.
Human resource (HR) professionals regularly draw personality inferences from applicants' resumés. Building on the lens model, we illuminate resumés' potential for accurately inferring personality by examining valid resumé cues indicating personality. We assessed self-reported big five traits and narcissism of 141 business students at career start applying with resumés for a fictional position. Drawing on personality theory and empirical findings, 70 resumé cues (e.g., appealing look and creative hobbies) were post hoc selected from a larger cue set comprising 160 cues coded by 11 trained coders. Computing bivariate correlations and multiple linear regressions, we identified easy-to-interpret valid resumé cues explaining substantial personality variance, with conscientiousness, openness, and narcissism being best explained by resumé cues (R2 > 20%). Although all considered personality traits were expressed in resumé cues, only a fraction of the cues (16 out of 70 cues) were related to personality traits. This suggests a rather mediocre upper limit to the potential of accurately inferring personality from resumés. We contribute to the literature on personality inferences at zero-acquaintance by adding valid resumé cues to recruitment-related information bases allowing to make (somewhat) accurate personality inferences. The results have practical implications for applying resumé-based personality inferences in recruitment and improving HR professionals' accuracy.
This second part of the book looks at transferable skills in the context of the job application process. The recontextualization work explored in this section includes identifying your transferable skills and supporting experiences to include in a job application. Those skills along with evidence that you have them can be turned into instruments and formats generally accepted by employers and managers.
This research builds upon the analysis of curriculum vitae (CV) through text mining techniques, including natural language processing (NLP), to evince digital and creative KSC supply and skill gaps in the CCIs in Italy. This chapter is organized into three sections, the first two dealing with theoretical research on CV analysis and NLP techniques, and the third explaining our research methodology. In particular, the first section compiles existing literature on CV (or resume) analysis, with a particular focus on the analysis of CV in the CCI, while the second is a selected review of past literature dealing with NLP analysis with insights on its applications in multiple research areas, including human resource management (HRM) and CV analysis. The third, and final, section describes our original empirical strategy, explaining the methodological steps we followed to analyze the skills, competences, and knowledge of the candidates in our CV dataset.KeywordsNatural language processingCurriculum vitae analysisResume analysisText miningClusteringWord2VecSkill extractionESCO taxonomyATECO
italic xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink">Contribution:
This study identifies which entry-level computer science (CS) resume items are most important and compares the ratings of student and recruiter participants to investigate the accuracy of student beliefs. To the authors’ knowledge, this study is the first to analyze the extent to which CS students understand the resume screening process. The results of this have consequences for students in their own resume development.
Background:
Although prior research studies the importance of different resume items generally, little is known about resumes for CS majors, which may contain distinctive sections. Less still is known about whether students understand the resume screening process.
Research Questions:
Which items on entry-level CS resumes most directly influence screening decisions? What gaps exist between CS students’ and recruiters’ perceptions of resume items? Does the disparity in expertise between students and recruiters contribute to differences in resume screening?
Methodology:
197 recruiters and 73 CS undergraduates screened randomized CS resumes. Data were analyzed using ordinary least-squares regression with interactions.
Findings:
Students were more likely than recruiters to move resumes to the next level and spent about 7 s less than recruiters when screening resumes. Though students correctly assessed the value of most resume items, they significantly overestimated the value of prior work experience such as internships.
While there is no lack of peer-reviewed publications that focus on resumes, there is a lack of theory-based research in the genre. Most studies on resumes report observations rather than test theories to predict screener behaviors, and recent calls to action have advocated for more theory-based resume research. This paper answers the call and offers ways in which scholars can introduce theory into the existing body of knowledge in the resume genre by exploring research questions guided by the various philosophical foundations of the communication discipline. Future resume research should reference Craig’s constitutive metamodel that offers more than 250 communication theories into seven philosophical foundations: semiotic, phenomenological, cybernetic, sociopsychological, sociocultural, critical, and rhetorical when designing studies. Exploring resume research questions based on communication theory enables scholars to use an applied research perspective across disciplinary boundaries and advance knowledge of resumes, a key component of organizational entry. This paper opens the door for scholars to contribute to this large and important question of organizational entry by outlining resume research questions that can be explored within each of the theoretical foundations of the communication discipline.
In diesem Kapitel wird die Relevanz Psychologischer Diagnostik im Zuge der Feststellung der Passung zwischen Individuen und Arbeitskontexten betont. Die Rolle der Psychologischen Diagnostik im Allgemeinen sowie von spezifischen diagnostischen Zugängen im Speziellen wird mit Bezug zu den Themenbereichen Organisationsdiagnostik, Personalauswahl und -entwicklung sowie Berufs- und Ausbildungswahl erläutert. Zudem wird der derzeitige Kenntnisstand zur Evaluation des diagnostischen Vorgehens in diesen Anwendungsbereichen präsentiert. Schließlich erfolgt eine Einführung in die DIN 33430 für berufsbezogene Eignungsbeurteilungen.
Society suffers from biases and discrimination, a longstanding dilemma that stems from ungrounded, subjective judgments. Especially unequal opportunities in labor remain a persistent challenge, despite the recent inauguration of top-down diplomatic measures. Here we propose a solution by using an objective approach to the measurement of nonverbal behaviors of job candidates that trained for a job assessment. First, we implemented and developed artificial intelligence, computer vision, and unbiased machine learning software to automatically detect facial muscle activity and emotional expressions to predict the candidates’ self-reported motivation levels. The motivation judgments by our model outperformed recruiters’ unreliable, invalid, and sometimes biased judgments. These findings mark the necessity and usefulness of novel, bias-free, and scientific approaches to candidate and employee screening and selection procedures in recruitment and human resources.
This study explores employees’ perceptions of justice regarding internal selection in the Ministry of Education ( MOE) in the Sultanate of Oman. The study explores the perceptions of all employees in different hierarchical levels and all the interactions which might develop during the internal selection. The literature highlights the importance of employees’ perceptions of justice within selection processes both for the wellbeing of employees and for the organisation’s effectiveness. Moreover, improving the selection processes would populate the MOE with the best education specialists and therefore make the MOE better able to deliver the best education system. There is scant literature that tackles the perceptions from the standpoint of social interactions and the influence of the perception of power in these interactions. Therefore, this study explores internal selection from two perspectives: the organisational perspective and the social interactions perspective. The organisational perspective explores internal selection by examining the process of selection and the management system in the MOE and applying the model of organisational justice to examine the extent to which employees perceive justice in internal selection in the MOE. The social interactions perspective looks at the influence of culture (national & organisational), self-categorisation, group membership and the power effect in employees’ perception of justice in internal selection in the MOE. This study uses mixed methods to investigate internal selection in the MOE in the Sultanate of Oman, the research being conducted through an online survey and interviews with employees at different hierarchical levels in MOE.The findings of the study show that perception can be influenced both by social interactions and organisational practices affecting internal selection in the MOE. The organisational culture has more influence on employees’ perceptions than national culture, although the findings also show that employees’ perceptions of justice are influenced by the national policies and laws which determine the status of public organisations in the society. The existence of policies, a strategic plan, and processes, is essential in standardising the procedures and making the internal selection transparent for all employees in the MOE. Moreover, the findings show a trend away from collective identity towards self-categorisation, drawing attention to the fact that employees’ participation in the process of decision-making plays a role in their perception of justice in the MOE. Furthermore, the findings show the need for a system of feedback and two-way communication in the MOE, which would enhance the transparency of internal selection and lead to a positive perception of the MOE’s internal selection.
Purpose
The purpose of this paper is to explore variation in the responses of human resource practitioners and managers to criminal offenses.
Design/methodology/approach
This paper considers background checks as a personnel selection test. In the first study, 280 professionals with hiring experience indicate how various criminal offenses, described as having occurred either within the past year or several years ago, would affect their evaluation of an applicant for a call center position. In the second study, a separate sample of 109 practitioners evaluates criminal as well as non-criminal transgressions that might appear on a background report.
Findings
In Study 1, both the apparent seriousness of an offense and its recency influence modal responses. Even non-violent misdemeanors from several years ago, however, are judged as automatically disqualifying by some participants. Study 2 shows that a practitioner’s attitude toward criminal offenses is distinct from their attitude to related forms of stigma. Results from both studies find associations between demographic variables and general willingness to accept applicants with criminal records.
Originality/value
This work provides quantitative data on practitioner reactions to several specific criminal offenses for a specific job context. By considering differences among offenses and among gatekeepers, rather than among applicants, it identifies challenges to fair implementation of background checks during the hiring process.
Purpose
The purpose of this paper is to examine whether personality traits play a significant role in understanding students’ self-perceived employability and test if the associations are influenced by the student’s job market appraisal. This is important as perceptions about one’s employability hold invaluable importance for students in uncertain job environments as they might need to form strategies to cope with unemployment until they find a job.
Design/methodology/approach
Data were collected from 296 using a questionnaire survey approach and analyzed using hierarchical regression to test the hypothesized associations.
Findings
The findings showed that agreeableness, conscientiousness and openness to experience are positive and significantly associated with self-perceived employability. Also, job market appraisal played a momentous role in predicting self-perceived employability both directly and via interaction with conscientiousness and openness to experience.
Practical implications
The present study is valuable to different stakeholders such as educators, employers and students as it identifies the personality dispositions that should be encouraged among students while also indicating the need for fostering student’s reappraisal of uncertain job markets.
Originality/value
This study presents new evidence on the application of the appraisal theory by indicating the interaction between personality traits and cognitive appraisal. This advances the current theoretical understanding of the mechanism through which personality traits can best explain individual differences in self-perceived employability.
Purpose
The purpose of this paper is to investigate how HR professionals use social networking website information to evaluate applicants’ propensity to engage in counterproductive work behaviors and suitability for hire.
Design/methodology/approach
Using an experimental design, 354 HR professionals participated in a two-part study. In part 1, participants viewed a fictitious resume and rated the applicant’s likelihood to engage in counterproductive work behavior as well as likelihood of a hiring recommendation. In part 2, participants viewed a fictitious social networking website profile for the applicant and repeated the ratings from part 1. The authors analyzed their responses to determine the effect viewing a social network website (SNW) profile had on ratings of the applicant.
Findings
Unprofessional SNW information negatively affected ratings of applicants regardless of applicants’ qualifications, while professional SNW profile information failed to improve evaluations regardless of qualifications.
Originality/value
Anecdotal reports suggest that many employers use SNW information to eliminate job applicants from consideration despite an absence of empirical research that has examined how SNW content influences HR recruiters’ evaluation of job applicants. This study represents one of the first attempts to understand how HR professionals use such information in screening applicants. The findings suggest that unprofessional SNW profiles negatively influence recruiter evaluations while professional SNW profile content has little to no effect on evaluations.
In this longitudinal study on job search, fit perceptions, and employment quality, 113 graduates completed surveys prior to organizational entry and 4 months after entry. Job search behavior and career planning were positively related to pre-entry person-job (P-J) and person-organization (P-O) fit perceptions, and pre-entry P-J fit perceptions mediated the relationship between career planning and postentry P-J fit perceptions. P-J and P-O fit perceptions were positively related to job and organizational attitudes, and pre-entry P-J fit perceptions mediated the relationship between career planning and job attitudes. Further, the relationships between pre-entry fit perceptions and employment quality were mediated by postentry fit perceptions. These results indicate that P-J and P-O fit perceptions play an important role in linking job search to employment quality.
There has been a growing interest in understanding what constructs are assessed in the employment interview and the properties of those assessments. To address these issues, the authors developed a comprehensive taxonomy of 7 types of constructs that the interview could assess. Analysis of 338 ratings from 47 actual interview studies indicated that basic personality and applied social skills were the most frequently rated constructs in this taxonomy, followed by mental capability and job knowledge and skills. Further analysis suggested that high-and low-structure interviews tend to focus on different constructs. Taking both frequency and validity results into consideration, the findings suggest that at least part of the reason why structured interviews tend to have higher validity is because they focus more on constructs that have a stronger relationship with job performance. Limitations and directions for future research are discussed.
The intent of this book is to review the research on selection interviews from an integrative perspective. The book is organized around a conception of the interview as a multistage process. The process begins as the interviewer forms initial impressions of the applicant from previewing paper credentials and from initial encounters with the applicant. The actual face-to-face interview follows, consisting of verbal, nonverbal, and paralinguistic exchanges between interviewer and applicant. The process concludes with the interviewer forming final impressions and judgments of the applicant's qualifications and rendering a decision (e.g., hire, reject, gather more information). The book follows from this general sequence of events, with each chapter focusing on a stage of the interview. In exploring the phases of the interview, the text draws freely from basic research on social cognition, decision making, information processing, and social interaction.
Chapter 1: An overview of selection interview research and practice
Chapter 2: Cognitive processes of the interviewer
Chapter 3: First encounters: Impression formation in the preinterview phase
Chapter 4: Social interaction in the interview
Chapter 5: Final impressions: judgments and decisions in the post interview phase
Chapter 6: Alternative models of the interview process
Chapter 7: Evaluating the selection interview
Chapter 8: Legal issues in selection interviews
Chapter 9: Strategies for improving selection interviews
Chapter 10: Other functions of the interview
Chapter 11: Concluding comments
References
Author Index
Index
In 3 prior meta-analyses, the relationship between the Big Five factors of personality and job criteria was investigated. However, these meta-analyses showed different findings. Furthermore, these reviews included studies carried out only in the United States and Canada. This study reports meta-analytic research on the same topic but with studies conducted in the European Community, which were not included in the prior reviews. The results indicate that Conscientiousness and Emotional Stability are valid predictors across job criteria and occupational groups. The remaining factors are valid only for some criteria and for some occupational soups. Extraversion was a predictor for 2 occupations, and Openness and Agreeableness were valid predictors of training proficiency. These findings are consistent with M. R. Barrick and M. K. Mount (1991) and L. M. Hough, N. K. Eaten, M. D. Dunnette, J. D. Kamp, and R. A, McCloy (1990). Implications of the results for future research and the practice of personnel selection are suggested.
The role of attribution theory in recent research on personnel employment selection is reviewed. First, the influence of applicant attributions upon the job search process and initial job success is examined. Then the attributions of potential employers are examined in terms of various selection instruments—resumes, letters of recommendation, employment interviews, and employment testing. Finally, a preliminary general model of attribution in selection is presented. Limitations and new directions for applying attribution theory to personnel selection are discussed.
Two analyses were conducted to examine the discriminant validity of 30 facet scales from the Revised NEO Personality Inventory (NEO-PIR). To examine cross-observer validity of specific variance in the facet scales, partial correlations between self-reports and peer (N = 250) and spouse (N = 68) ratings on the facets were calculated, controlling for the five common factors. All 60 convergent partial correlations were positive, and 48 (80%) were significant. In the second analysis, Adjective Check List (Gough and Heilbrun, 1983) correlates of the facet scales were identified in a sample of 305 adults. Judges correctly matched scales to correlates in most cases, providing additional evidence for discriminant validity.
Meta-analysis is arguably the most important methodological innovation in the social and behavioral sciences in the last 25 years. Developed to offer researchers an informative account of which methods are most useful in integrating research findings across studies, this book will enable the reader to apply, as well as understand, meta-analytic methods. Rather than taking an encyclopedic approach, the authors have focused on carefully developing those techniques that are most applicable to social science research, and have given a general conceptual description of more complex and rarely-used techniques. Fully revised and updated, Methods of Meta-Analysis, Second Edition is the most comprehensive text on meta-analysis available today. New to the Second Edition: * An evaluation of fixed versus random effects models for meta-analysis* New methods for correcting for indirect range restriction in meta-analysis* New developments in corrections for measurement error* A discussion of a new Windows-based program package for applying the meta-analysis methods presented in the book* A presentation of the theories of data underlying different approaches to meta-analysis
Examined the validity of observer (supervisor, coworker, and customer) ratings and self-ratings of personality measures. Results based on a sample of 105 sales representatives supported the 2 hypotheses tested. First, supervisor, coworker, and customer ratings of the 2 job-relevant personality dimensions—conscientiousness and extraversion—were valid predictors of performance ratings, and the magnitude of the validities was at least as large as for self-ratings. Second, supervisor, coworker, and customer ratings accounted for significant variance in the criterion measure beyond self-ratings alone for the relevant dimensions. Overall, the results suggest that validities of personality measures based on self-assessments alone may underestimate the true validity of personality constructs. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
To examine the effects of previewing paper credentials on interviewers' gathering and recall of information and the reliability and accuracy of their assessments, approximately 40 undergraduates, serving as student interviewers, interviewed and evaluated 2 student applicants seeking extra course credit. Interviewers either previewed an application before interviewing each applicant or interviewed without a preview. A control group previewed an application without interviewing. Previewing the application increased the amount of correct nonapplication information gathered. Interviewers who did not preview the applications, however, made more reliable evaluations of the applicants' fit to the job and performance in the interview. Interviewers in the preview group also had higher variability on measures of information gathering. No effects of the application preview were found on the differential accuracy with which interviewers estimated the self-descriptions of the interviewees on the Adjective Check List and the Strong Vocational Interest Blank. (34 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Studied relationships between various college experiences and management potential, as demonstrated in assessment center performance and later promotions, in 2 longitudinal samples of managers (one graduating in the 1950's and one in the 1970's) and for 386 middle-aged (median age 46 yrs) and 380 young (median age 25 yrs) managers in 10 organizations. The 2 longitudinal samples included (1) 274 male college graduates (median age 24 yrs) and 148 males (median age 30 yrs) who did not have college degrees and (2) 344 college graduates (median age 25 yrs), 158 of whom were female and 107 of whom were of minority status. Five types of college characteristics were studied independently and in combination—level of education, grades, quality of undergraduate institution, major field of study, and extracurricular activities. Results varied according to the managerial quality studied, with college major, extracurricular activities, and higher education accounting for most of the variance in management performance. Grades related specifically to intellectual ability and motivation to do quality work, whereas better-quality schools seemed mostly to produce nonconformity. Humanities and social science majors had the best overall performance, with particularly good interpersonal and verbal skills; in contrast, engineers and mathematics and science majors lacked many important mangerial skills. The Master of Business Administration degree was primarily related to administrative and cognitive abilities. (44 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
This meta-analysis evaluated predictors of both objective and subjective sales performance. Biodata measures and sales ability inventories were good predictors of the ratings criterion, with corrected
rs of .52 and .45, respectively. Potency (a subdimension of the Big 5 personality dimension Extraversion) predicted supervisor ratings of performance (
r = .28) and objective measures of sales (
r = .26). Achievement (a component of the Conscientiousness dimension) predicted ratings (
r = .25) and objective sales (
r = .41). General cognitive ability showed a correlation of .40 with ratings but only .04 with objective sales. Similarly, age predicted ratings (
r = .26) but not objective sales (
r = -.06). On the basis of a small number of studies, interest appears to be a promising predictor of sales success. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Bogus resumes were evaluated by 212 business professionals to discover what mediates sex discrimination in hiring decisions. We hypothesized that discrimination against women and men who applied for stereotypically "masculine" and "feminine" jobs, respectively, could be reduced by providing individuating information suggesting that the applicant was an exception to his or her gender stereotype and possessed traits usually associated with the opposite gender. We also hypothesized that individuating information consistent with stereotypes about an applicant's gender would decrease the probability that an applicant would be evaluated favorably for a job usually considered appropriate for the other gender. We found that individuating information eliminated sex-typed personality inferences about male and female applicants and affected applicants' perceived job suitability; however, sex discrimination was not eliminated. We suggest that sex discrimination is mediated by occupation stereotypes that specify both the personality traits and the gender appropriate for each occupation. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
This article summarizes the practical and theoretical implications of 85 years of research in personnel selection. On the basis of meta-analytic findings, this article presents the validity of 19 selection procedures for predicting job performance and training performance and the validity of paired combinations of general mental ability (GMA) and the 18 other selection procedures. Overall, the 3 combinations with the highest multivariate validity and utility for job performance were GMA plus a work sample test (mean validity of .63), GMA plus an integrity test (mean validity of .65), and GMA plus a structured interview (mean validity of .63). A further advantage of the latter 2 combinations is that they can be used for both entry level selection and selection of experienced employees. The practical utility implications of these summary findings are substantial. The implications of these research findings for the development of theories of job performance are discussed. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
54 campus recruiters in 4 colleges provided examples of "best-fitting" and "worst-fitting" applicants from just-completed interview schedules, along with specific descriptions of what it was that made each applicant "fit" or "not fit." Examination of interview transcripts suggested that despite the recent emphasis on unique organizational values, strategies, or cultures in discussions of fit, by far the most frequently mentioned determinants of fit were either (1) job-related coursework or experience or (2) generally (rather than uniquely) desirable personal characteristics such as articulateness, positive personal appearance, and good general communication skills. However, some systematic differences were detected in the extent to which particular characteristics were sought by recruiters in different colleges. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
One of the main themes that has emerged from behavioral decision research during the past 2 decades is the view that people's preferences are often constructed in the process of elicitation. This concept is derived in part from studies demonstrating that normatively equivalent methods of elicitation often give rise to systematically different responses. These "preference reversals" violate the principle of procedure invariance that is fundamental to theories of rational choice and raise difficult questions about the nature of human values. If different elicitation procedures produce different orderings of options, how can preferences be defined and in what sense do they exist? Describing and explaining such failures of invariance will require choice models of far greater complexity than the traditional models. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
To satisfy the need in personality research for factorially univocal measures of each of the 5 domains that subsume most English-language terms for personality traits, new sets of Big-Five factor markers were investigated. In studies of adjective-anchored bipolar rating scales, a transparent format was found to produce factor markers that were more univocal than the same scales administered in the traditional format. Nonetheless, even the transparent bipolar scales proved less robust as factor markers than did parallel sets of adjectives administered in unipolar format. A set of 100 unipolar terms proved to be highly robust across quite diverse samples of self and peer descriptions. These new markers were compared with previously developed ones based on far larger sets of trait adjectives, as well as with the scales from the NEO and Hogan personality inventories. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Past research indicates that interviewers' initial impressions of job applicants affect their subsequent evaluations. These findings, however, come either from naturalistic studies that do not control for the applicants' qualifications or from laboratory experiments that cannot assess what occurs in real interviews. The present study examined preinterview impressions and postinterview evaluations in the context of prescreening decisions. Job applicants who were prescreened into interviews were judged more favorably by recruiters than applicants who were not prescreened. Because many applicants were prescreened by some organizations and not by others, the authors were able to control for applicant qualifications and show that the same individuals were rated more favorably when prescreened than when not prescreened. Finally, the results ruled out the possibility that findings simply reflect accurate preinterview assessments of applicant-job "fit." (PsycINFO Database Record (c) 2012 APA, all rights reserved)
This study used meta-analytic methods to compare the interrater and intrarater reliabilities of ratings of 10 dimensions of job performance used in the literature; ratings of overall job performance were also examined. There was mixed support for the notion that some dimensions are rated more reliably than others. Supervisory ratings appear to have higher interrater reliability than peer ratings. Consistent with H. R. Rothstein (1990), mean interrater reliability of supervisory ratings of overall job performance was found to be .52. In all cases, interrater reliability is lower than intrarater reliability, indicating that the inappropriate use of intrarater reliability estimates to correct for biases from measurement error leads to biased research results. These findings have important implications for both research and practice.
Recruiters' phenomenological perceptions of biodata in resumes were examined along with their use of biodata for making applicant screening decisions. The thesis was that biodata were interpreted as indicating abilities and other attributes. Three complementary studies were conducted with 344 recruiters from 28 companies. Study 1 survey results indicated recruiters judged biodata to reflect both ability (language, math, physical) and other (interpersonal, leadership, motivation) attributes. Both types of attributes were judged with high interrecruiter reliability, and attributes judged to be reflected depended partly on the job considered. Study 2 experimental results indicated recruiters rated resumes more attractive to the degree that biodata in the resumes reflected attributes required by the jobs. Study 3 protocol analysis results confirmed that recruiters considered these attributes with substantial frequency. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Conducted 2 factorially designed experiments to investigate the extent to which job information was used by interviewers as a criterion for their decisions. In Exp I 48 experienced and 48 unexperienced job interviewers received identical job information. Applicant information was either relevant or irrelevant to the job information. Ss' judgments were based on composites of relevant and irrelevant information segments. Each of the segments was either favorable or unfavorable. Exp II replicated Exp I, except that the 48 Ss did not receive job information. Findings indicate extensive use of job information. Availability of such information reduced the effect of irrelevant attributes on decisions but did not eliminate it. Use of job information was not enhanced by experience in interviewing. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
This article argues that the devaluation of options with missing information, found in previous research, is a specific example of ambiguity avoidance in choice. H. J. Einhorn and R. M. Hogarth's (see record
1986-13621-001) ambiguity model was used to make predictions concerning responses to missing information in an employee-selection context. A within-subjects design was used to test the hypothesis that decision makers would avoid options with missing information when they were anticipating gain, but they would prefer such options when they were anticipating loss. Degree of ambiguity was expected to interact with this effect. The results supported the hypothesized effect of decision-maker perspective on choice. However, although there was a significant interaction between decision-maker perspective and degree of ambiguity, it was not of the nature that was predicted by the Einhorn-Hogarth model. Generalized pessimism was negatively correlated with preferences for missing-information options. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Using a 3 × 2 × 2 experimental design and data from 188 managers and professionals, this study examined the main and interactive effects of information management strategy (missing information vs. no reported conviction vs. reported conviction), race of the applicant (White vs. Black), and job type (cashier vs. road laborer) on ratings of an applicant's qualifications and likelihood of job success. For the qualification criterion, there were significant main effects for information management strategy and job type. In the case of the success criterion, there were significant main effects for information management strategy and job type and two significant two-way interactions. Constraints on the generalizability of the findings to personnel decision making in actual organizational contexts are considered.
Two studies examined faking of a 25-item biodata questionnaire. The first study investigated potential and actual faking of the form using three groups: a group told to make themselves look as good as possible, a group told to complete the form honestly, and a group completing the instrument in a real selection situation. Subjects were 58 current employees and 231 job applicants. Results indicated that subjects could fake the instrument when instructed to do so. Also, some faking appeared to be occurring in practice, although results depended upon the composition of the comparison group. Only eight items appeared to be fakable, and only three of these seemed to be faked in practice. In Study 2, 26 business majors rated the biodata items on eight dimensions of item type. Results showed that the three items faked in practice were less historical, objective, discrete, verifiable, and external than other items, and were more job relevant.
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.
The relative effects of varied interviewee cues on line managers' hiring decisions were examined, as was the relative predictability of various criteria by line managers' interview impressions. Aggregate and individual regression analyses revealed that 3 nursing directors' impressions of 186 nursing applicants shaped their hiring recommendations more than did the applicants' resume credentials. Moreover, managers' interview impressions significantly predicted employees' job attitudes, though predictions of attitudes did not exceed predictions of performance. Finally, individual managers based hiring decisions on different interview impressions, and these impressions forecast employees' job attitudes with differential validity. Implications for future interviewing research are discussed.
This meta-analysis evaluated predictors of both objective and subjective sales performance. Biodata measures and sales ability inventories were good predictors of the ratings criterion, with corrected rs of .52 and .45, respectively. Potency (a subdimension of the Big 5 personality dimension Extraversion) predicted supervisor ratings of performance (r =.28) and objective measures of sales (r =.26). Achievement (a component of the Conscientiousness dimension) predicted ratings (r =.25) and objective sales (r=.41). General cognitive ability showed a correlation of .40 with ratings but only .04 with objective sales. Similarly, age predicted ratings (r =.26) but not objective sales (r = -.06). On the basis of a small number of studies, interest appears to be a promising predictor of sales success.
This study investigated the relation of the "Big Five" personality di- mensions (Extraversion, Emotional Stability, Agreeableness, Consci- entiousness, and Openness to Experience) to three job performance criteria (job proficiency, training proficiency, and personnel data) for five occupational groups (professionals, police, managers, sales, and skilled/semi-skilled). Results indicated that one dimension of person- ality. Conscientiousness, showed consistent relations with all job per- formance criteria for all occupational groups. For the remaining per- sonality dimensions, the estimated true score correlations varied by occupational group and criterion type. Extraversion was a valid pre- dictor for two occupations involving social interaction, managers and sales (across criterion types). Also, both Openness to Experience and Extraversion were valid predictors of the training proficiency criterion (across occupations). Other personality dimensions were also found to be valid predictors for some occupations and some criterion types, but the magnitude of the estimated true score correlations was small (p < .10). Overall, the results illustrate the benefits of using the 5- factor model of personality to accumulate and communicate empirical findings. The findings have numerous implications for research and practice in personnel psychology, especially in the subfields of person- nel selection, training and development, and performance appraisal.
With the heavy reliance upon restcmes for securing employment, instructors are called upon both formally and informally to teach résumé design. The pre sent research was conducted in response to the observation that limited empir ical research exists on résumé content. More specifically, the research extends from and compares to a study of a decade ago (Hutchinson, 1984) to detect potential changes in the preferences for résumé content of personnel adminis trators in Fortune 500 organizations. Based upon responses to questionnaires, the present research draws comparisons between the 1984 research and the present survey to enhance the information available to teachers of résumé design.
The dominant approach in contemporary personality psychology is the Five-Factor Model (FFM). This model, however, suffers from several limitations, including the assumption that lay observation should underlie expert models of personality, confusion about whether the FFM is a model of personality or a model of lay beliefs about personality, confusion of the conscious self-concept with personality (of which the conscious self-concept is only a small subset), and an inattention to personalityprocesses.The article contrasts the FFM with an alternative model of personality derived in part from clinical observation and interpretation of narratives, which can be quantified using Q-sort methodology. A quantitative case analysis of a patient with a personality disorder allows a comparison of the relative merits of this alternative model and method with the FFM.
L'auteur discute un modele a cinq facteurs de la personnalite qu'il confronte a d'autres systemes de la personnalite et dont les correlats des dimensions sont analyses ainsi que les problemes methodologiques
Discusses searching for a job on the Internet, includes a list of the top 10 online job Web sites, and provides information on preparing a resume for the Web. (JOW)
In this article, the results of a meta-analysis that investigates the degree to which dimensions of the Five-Factor Model (FFM) of personality are related to performance in jobs involving interpersonal interactions are reported. The article also investigates whether the nature of the interactions with others moderates the personality-performance relations. The meta-analysis was based on 11 studies (total N = 1,586). each of which assessed the FFM at the construct level using the Personal Characteristics Inventory. Results support the hypothesis that Conscientiousness, Agreeableness, and Emotional Stability are positively related to performance in jobs involving interpersonal interactions. Results also support the hypothesis that Emotional Stability and Agreeableness are more strongly related to performance in jobs that involve team- work (where employees interact interdependently with coworkers), than in those that involve dyadic interactions with others (where employees provide a direct service to customers and clients). Implications for developing theories of work performance and for selecting employees are discussed.
argues that developments in personality psychology over the past 20 years suggest that people can be characterized in terms of their enduring dispositional qualities and that applied psychologists can take advantage of this information in ways that have significant consequences for employee development and organizational effectiveness / a measured appreciation of modern personality psychology should be useful for many industrial and organizational practitioners
the chapter is organized in six sections, beginning with some definitions to ensure a common understanding of terms for the rest of the discussion, followed by a brief review of the recurring criticisms of personality psychology / suggest ways in which these criticisms miss the mark / [discusses] personality from the observer's perspective—type and trait theory / discusses major views of personality from the actor's perspective [i.e., social perception] / [examines] personality measurement as applied to personnel selection / discusses future trends in personality research and their implications for industrial and organizational psychology (PsycINFO Database Record (c) 2012 APA, all rights reserved)
address a number of issues pertinent to the development and application of background data measures [in personnel selection] / focus on general psychological principles underlying the application of background data measures in performance prediction / consider certain practical issues arising in item development and scale construction as they impinge on the known psychometric characteristics of background data scales / examine some promising new avenues for the application of life history information outside of the selection arena (PsycINFO Database Record (c) 2012 APA, all rights reserved)
examines the relationship between background data and personality constructs / discuss the distinction between biodata inventories and personality inventories, and . . . argue that background data items are not the exclusive property of any construct domain / the authors recognize that there is a meaningful relationship between biodata and personality constructs / propose a theoretical model, called the ecology model, for how personality becomes manifest in life history responses / practical applications of the model are outlined, including the use of biodata items to assess key personality constructs and methods for developing such biodata items / implications of the ecology model for differential classification, team performance, and prescribing organizational change are discussed (PsycINFO Database Record (c) 2012 APA, all rights reserved)
do other people view you the same way you view yourself / most people find this to be an interesting question, for 2 basic reasons / 1st, the self that a person presents to others, and the way that self is perceived by others, importantly influences how those others treat him or her and how the person views him or herself / whether one is viewed positively or negatively, it is probably strategically useful to have an accurate idea of how one is regarded by the others in one's social world / 2nd, the opinions of others are a useful source of information about what a person might really be like
the question of self-other agreement / analyses of absolute (mean) agreement (self-enhancement biases, the actor–observer effect, internal vs external traits) / correlational analyses of agreement (methodological issues: "L. J. Cronbach's complaint," substantive issues) / conceptual issues (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Despite having a good record as a predictor of job performance, biodata is seldom used for the selection of managers. Its infrequent use can be explained in part by noting that traditional biodata prediction models of job performance, developed in one context, do not readily transport into different ones. Organizations wishing to use biodata must first develop and validate such an instrument. As this is only feasible for large organizations, an alternative approach is to develop biodata instruments to predict specific attributes of a person. Such instruments will be more generalizable than those developed to predict a person's job performance.
This approach was tested by developing biodata models to predict vocational interest (as measured bv Holland's Self Directed Search—SDS) of a group of likely applicants for managerial jobs. Following factor analysis of the biodata, regression models were developed to predict individuals' scores on the six SDS scales. The models developed predict the criteria well. The findings indicate that biodata is a good predictor of vocational interest of individuals irrespective of their job or organization.
Two approaches to objective biodata, designed to achieve the interpretability and stability of rational approaches, yet minimize socially desirable responding, were explored. The first was a quasi-rational attempt to derive biodata analogs to an existing temperament measure, and then use them as rational scales. The second was a theory-based variant of criterion-referenced keying, termed rainforest empiricism. Both were utilized with two consecutive classes of U.S. Military Academy cadets (n= 2,565) to predict leadership performance over four rating periods. The biodata analogs to the temperament measure added incremental validity over the Academy's current admissions package and had significantly smaller correlations with a social desirability scale than their equivalent temperament scales. Scales developed with the rainforest approach had higher incremental validities and lower social desirability. Both methods demonstrated satisfactory stability upon cross-validation, and provided complementary interpretability. Advantages to each approach, and the implications for their use, are discussed.
In response to recent suggestions that employment interview researchers adopt an idiographic approach focusing on differences in effectiveness across interviewers, this article proposes a model of sources of individual differences in interviewer effectiveness. The model is used as a framework for evaluating existing research. This review of the literature reveals individual differences across interviewers in a number of areas, but indicates that research has failed to examine adequately the possible sources of individual differences and their links to effectiveness. Suggestions for future research are offered.