Job-specific applicant pools and national norms for cognitive ability tests: Implications for range restriction corrections in validation research.

Correcting validity coefficients for range restriction requires the applicant pool predictor standard deviation (SD). As this is frequently unknown, some researchers use national norm SDs as estimates of the applicant pool SD. To test the proposition that job-specific applicant pools are markedly more homogeneous than broad samples of applicants for many jobs, job-specific applicant pool SDs on the Wonderlic Personnel Test for 80 jobs were compared with a large multijob applicant sample. For jobs at other than the lowest level of complexity, job-specific applicant pool SDs average 10% lower than the broad norm group SDs. 90% of the job-specific applicant pool SDs lie within 20% of the norm group SD, suggesting that reducing a norm group SD by 20% provides a conservative estimate of the applicant pool SD for use in range restriction corrections for other than low-complexity jobs. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Faking behavior and gender differences on a new personality research instrument.

Faking behavior was studied by comparing the personality profiles of 161 job applicants (motivated to be hired) with those of a control group of 73 graduate and undergraduate business students (motivated to obtain personal information for their own enlightenment). 44% of the Ss were female. Both groups were instructed to describe themselves honestly while completing the Self-Perception Test. Applicants did "fake good," scoring significantly higher on 10 of 11 scales; variance was significantly lower among applicants on 7 scales. Gender differences, consistent with cultural stereotypes, occurred on 5 scales. Overall profile shapes were virtually identical for student and applicant groups, suggesting that faking may not have dramatically altered the essence of the personality constructs. The scales of the test were found to have high reliability. Scale independence is discussed in relation to the 5-factor model of personality. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

What mediates sex discrimination in hiring decisions?

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) 2010 APA, all rights reserved)     

Realistic job previews: A test of the adverse self-selection hypothesis.

The realistic job preview (RJP) literature has focused more on posthire outcomes such as employee retention than on prehire outcomes such as applicant attraction and job choice behavior. This study extends the RJP literature by focusing on 2 important issues related to applicant attraction: (a) the weight applicants place on negative information in relation to other variables such as pay level and promotional opportunity and (b) whether the "best" applicants react differently to negative information than do other applicants (adverse self-selection). Results indicate that applicants place a fairly high negative weight on negative job information, relative to other vacancy characteristics. The results regarding adverse self-selection are less clear but suggest that the highest quality applicants may be less willing to pursue jobs for which negative information has been presented, especially when doing so imposes opportunity costs. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Sexism and Beautyism Effects in Selection as a Function of Self-Monitoring Level of Decision Maker.

The authors, in two experiments, investigated the influence of the sex and attractiveness of applicants for male and female sex-typed jobs on selection decisions made by low and high self-monitors. In both experiments, attractiveness and the congruence between applicants' sex and the sex type of the job influenced selection decisions. In addition, high self-monitors were more influenced by attractiveness and sex of the applicant when hiring for sex-typed jobs than low self-monitors, but this difference in hiring pattern was not evident when the job was gender neutral. Results indicate that job applicants may encounter different employment opportunities as a function of their sex, their physical attractiveness, the sex type of the job, and the self-monitoring level of the decision maker. Implications of results are discussed and suggestions for future research are offered. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A decision process model for predicting job preferences.

Surveyed the decision processes of a set of job applicants to predict job choice behavior. 28 graduate business students constructed decision models in the form of a discrimination net by weighting the relative importance of a large number of job attributes. The models reflected decisions that were made when determining whether or not a job offer was acceptable. This discrimination net survey classified jobs into either an acceptable category or a rejected category for each applicant. A comparison of discrimination net predictions of acceptable category occupations with real job acceptances revealed 23 correct predictions. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Personality measurement, faking, and employment selection.

Real job applicants completed a 5-factor model personality measure as part of the job application process. They were rejected; 6 months later they (n = 5,266) reapplied for the same job and completed the same personality measure. Results indicated that 5.2% or fewer improved their scores on any scale on the 2nd occasion; moreover, scale scores were as likely to change in the negative direction as the positive. Only 3 applicants changed scores on all 5 scales beyond a 95% confidence threshold. Construct validity of the personality scales remained intact across the 2 administrations, and the same structural model provided an acceptable fit to the scale score matrix on both occasions. For the small number of applicants whose scores changed beyond the standard error of measurement, the authors found the changes were systematic and predictable using measures of social skill, social desirability, and integrity. Results suggest that faking on personality measures is not a significant problem in real-world selection settings. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Making those who cannot see look best: Effects of visual resume formatting on ratings of job applicants with blindness.

Objective: Although general attitudes toward individuals with disabilities are often positive, these perceptions do not always lead to equal footing in the hiring process. This study examined stereotypes of job applicants perceived to be blind and the role of applicant blindness in hireability ratings made by human resource managers. Specifically, we highlighted a unique challenge for individuals who cannot see: the visual formatting of resumes. Design: Human resource managers (N = 249) evaluated the visually formatted or unformatted resumes of hypothetical job applicants who were portrayed as blind or sighted and rated applicant hireability and personality characteristics. Results: Although applicants perceived to be blind were perceived as more conscientious and agreeable by human resource managers, these positive evaluations did not translate into favorable hireability evaluations. Conclusion: Because human resource managers severely penalize applicants who do not attend to visual, nonfunctional resume presentation, applicants who cannot see are apt to find themselves disadvantaged in the hiring process. The implications of these findings for organizations, job seekers, and rehabilitation professionals are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Moderating effects of personal and contextual factors in age discrimination.

The researchers explored personal and contextual factors that inhibit or facilitate the use of older worker stereotypes in a selection context. The authors suggest that older worker stereotypes are more likely to be used and influence applicant evaluations when raters are biased against older workers, when raters do not have the cognitive resources to inhibit the use of age-associated stereotypes, or when applicants apply for age-incongruent jobs. The researchers explored the extent to which raters differing in older worker bias make discriminatory decisions about young or old individuals applying for age-typed jobs under conditions of high- and low-cognitive demands. A laboratory study was conducted with 131 undergraduate students who evaluated applicants in a simulated employment context. Results indicated that older worker bias, cognitive busyness, and job age-type interact to affect the extent to which applicant age plays a role in selection decisions. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Bias against overweight job applicants in a simulated employment interview.

This study assessed whether moderately obese individuals, especially women, would be discriminated against in a mock employment interview. Potential confounding factors were controlled by having 320 Ss rate videotapes of a job interview that used the same professional actors appearing as normal weight or made up to appear overweight by the use of theatrical prostheses. Results suggested that bias against hiring overweight job applicants does exist, especially for female applicants. Bias was most pronounced when applicants were rated by Ss who were satisfied with their bodies and for whom perceptions of their bodies were central to self-concept. The decision not to hire an obese applicant was, however, only partially mediated by personality attributions. Implications and limitations of these results are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Importance of contrast effects in employment interviews.

Examined contrast effects by having 80 students watch 3 videotaped interviews of job applicants and rate them in terms of their job qualifications. 2 videotapes were used to establish a frame of reference; ratings of the 3rd were evaluated for contrast effects. It was found that contrast effects were statistically significant, but they accounted for a small part of the total variance in ratings when high- or low-suitability applicants were seen in the 3rd position. When an average applicant was preceded by 2 high- or 2 low-suitability applicants, however, contrast effects accounted for a substantial part (80%) of the total variance. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Effects of applicant's sex and difficulty of job on evaluations of candidates for managerial positions.

To investigate the influence of sex-role stereotypes on evaluations of candidates for managerial positions, 235 male undergraduate business students evaluated job applicant forms which differed only in the male or female name given to the applicant. Findings confirm that sex-role stereotypes influence evaluations of applicants and selection decisions. Male applicants were accepted more frequently than equally qualified females, and were evaluated more favorably on general suitability, potential for long service, and potential for fitting in well in the organization. Also supported was the hypothesis that job demands have differential effects on evaluations of male and female applicants. Females were given lowest acceptance rates and poorest evaluation for "demanding" managerial positions. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Employment testing: Old theories and new research findings.

Claims that cognitive ability tests of the kind generally used in personnel selection are valid predictors of successful performance for jobs in all settings. This controversial stance is supported by analyses that recast findings of invalid tests as instances of Type I error. Ideally, if an employer has large enough samples, perfectly reliable tests, and an unrestricted range of ability in the applicant pool, the most widely used types of standardized tests should be valid in all job situations, and the notion of job-specific validity would no longer hold. The authors argue against previous reservations about the suitability of cognitive ability tests for employee selection that were made on the basis of their supposed limited applicability, their bias, and their ultimate contribution to workforce productivity. (56 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Effect of disability, gender, and job level on ratings of job applicants.

Objective: To examine the effects of applicant disability, gender, and job level on ratings of job applicants. Design and Participants: Full-time workers (n?=?88) and undergraduates (n?=?98) provided ratings of hypothetical job applicants who differed on the 3 factors of interest. Measures: Job applicants were evaluated on the basis of competence, overall recommendation, potency, activity, and starting salary. Results: Applicants with disabilities were generally rated significantly higher in activity and potency than the applicant without a disability. Additional analyses revealed a significant Gender X Job Level interaction for applicants with a disability. Conclusions: Consistent with D. T. Wegener and R. E. Petty's (1997) flexible correction model, the results of this study suggest that evaluations of job applicants with disabilities may depend on the amount of cognitive resources raters have available at the time the evaluations are made. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Effects of the testing situation on item responding: Cause for concern.

The effects of faking on personality test scores have been studied previously by comparing (a) experimental groups instructed to fake or answer honestly, (b) subgroups created from a single sample of applicants or nonapplicants by using impression management scores, and (c) job applicants and nonapplicants. In this investigation, the latter 2 methods were used to study the effects of faking on the functioning of the items and scales of the Sixteen Personality Factor Questionnaire. A variety of item response theory methods were used to detect differential item/test functioning, interpreted as evidence of faking. The presence of differential item/test functioning across testing situations suggests that faking adversely affects the construct validity of personality scales and that it is problematic to study faking by comparing groups defined by impression management scores. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Attitude toward invasion of privacy in the personnel selection process and job applicant demographic and personality correlates.

Explored the attitudes of subgroups of the job applicant population toward invasion of privacy in the selection process. Attitude toward privacy invasion and personality correlates was also examined. Ss consisted of 1,392 job applicants. Attitudes were measured by an invasion of privacy questionnaire, a 66-item instrument factor-analyzed into 5 component factors. Although many of the correlations between demographic and invasion of privacy factors were significant, they were not large enough to account for much meaningful variance. Personality correlates suggested a set of variables which might merit further investigation. (16 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Hostile and benevolent reactions toward pregnant women: Complementary interpersonal punishments and rewards that maintain traditional roles.

A naturalistic field study investigated behavior toward pregnant (vs. nonpregnant) women in nontraditional (job applicant) and traditional (store customer) roles. Female confederates, who sometimes wore a pregnancy prosthesis, posed as job applicants or customers at retail stores. Store employees exhibited more hostile behavior (e.g., rudeness) toward pregnant (vs. nonpregnant) applicants and more benevolent behavior (e.g., touching, overfriendliness) toward pregnant (vs. nonpregnant) customers. A second experiment revealed that pregnant women are especially likely to encounter hostility (from both men and women) when applying for masculine as compared with feminine jobs. The combination of benevolence toward pregnant women in traditional roles and hostility toward those who seek nontraditional roles suggests a system of complementary interpersonal rewards and punishments that may discourage pregnant women from pursuing work that violates gender norms. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Racial bias in the use of work samples for personnel selection.

Examined the role of evaluation specificity and task relevance in explaining racial bias in the use of work samples. 56 White maintenance mechanics evaluated a videotaped performance of a Black job applicant and a White job applicant performing a relevant task (laying out, drilling, and tapping) and an irrelevant task (indexing drill bits). The applicants were evaluated by using a highly specific behavioral recording form, a global rating scale, or both. Race-linked bias was found only when Ss were asked to make global evaluations after observing an applicant's performance on a task representing irrelevant job behavior. Race-linked bias was not found when Ss used the behavioral recording form or in global evaluations made following the behavioral recordings. Race-linked bias was not evident when evaluations were based on observations of relevant job behavior. It is concluded that by using careful work sample development procedures and by assisting Ss in focusing on and recording relevant behavior, the potential for bias in the use of work samples appears small. (15 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)