Intentional response distortion or faking among job applicants completing measures such as personality and integrity tests is a concern in personnel selection. The present study aimed to investigate whether eye-tracking technology can improve our understanding of the response process when faking. In an experimental within-participants design, a…

This study examined whether automatic stereotypes captured by the implicit association test (IAT) can predict real hiring discrimination against the obese. In an unobtrusive field experiment, job applications were sent to a large number of real job vacancies. The applications were matched on credentials but differed with respect to the applicant's…

In this study, we examined internship as a recruitment and selection process. On the basis of impression management theory, we hypothesized that both organizations and interns make efforts to impress the other party during the internship if they intend to hire or be hired. Using longitudinal data collected at 3 points from 122 intern-supervisor…

This article reports on an experiment examining the effects of job candidates' propensity to exhibit organizational citizenship behaviors (OCBs) on selection decisions made in the context of a job interview. We developed videos that manipulated candidate responses to interview questions tapping task performance and citizenship behavior content in…

The authors of this study examine how evaluations made during an early stage of the structured interview (rapport building) influence end of interview scores, subsequent follow-up employment interviews, and actual internship job offers. Candidates making better initial impressions received more internship offers (r = 0.22) and higher interviewer…

Surprisingly few data exist concerning whether and how utilization of job-related selection and training procedures affects different aspects of unit or organizational performance over time. The authors used longitudinal data from a large fast-food organization (N = 861 units) to examine how change in use of selection and training relates to…

Race-linked bias was not found when evaluations were based on observations of relevant job behavior; bias was found when subjects were asked to make global evaluations after observing an applicant's performance on a task representing irrelevant job behavior. (Author/IRT)

This study used a model of social perception in a simulated employment interview to evaluate the model's potential for investigating the selection decision-making process. (Author)

A matching procedure for selection of clerical personnel, based on task and working condition preferences of applicants, was studied for the impact of ethnicity and stability over time. The magnitude of effect of ethnicity on preferences seemed to be near zero in most cases. (Author/IRT)

Possible sexual discrimination was examined in the use of letters of recommendation. Female applicants were preferred over male applicants in terms of proceeding with an interview, thus demonstrating a case of reverse discrimination. (Author)

Describes a study that tested the validity of using job applicants' biographical data to predict employee turnover among minority and nonminority female clerical personnel. Findings showed that even after satisfying legal requirements for using such information, turnover can be predicted quite accurately. For availability see EA 507 670.…

Results indicate that an interviewer who begins an interview with an unfavorable expectancy may tend to give an applicant less credit for past accomplishments, may blame the applicant more for past failures, and may be more likely to decide that the applicant is unacceptable. (Author/IRT)

Describes a study that investigated the relative credibility of confidential and open student placement files through an experiment where college students rated hypothetical job candidates. Results showed that candidates with confidential placement files were judged more attractive, but there was no evidence of greater credibility for confidential…