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Employers have increasingly turned to virtual interviews to facilitate online, socially distanced selection processes in the face of the COVID-19 pandemic. However, there is little understanding about the experience of job candidates in these virtual interview contexts. We draw from Event System Theory (Morgeson et al., 2015) to advance and test a conceptual model that focuses on a high-stress, high-stakes setting and integrates literatures on workplace stress with literatures on applicant reactions. We predict that when applicants ruminate about COVID-19 during an interview and have higher levels of COVID-19 exhaustion, they will have higher levels of anxiety during virtual interviews, which in turn relates to reduced interview performance, lower perceptions of fairness, and reduced intentions to recommend the organization. Further, we predict that three factors capturing COVID-19 as an enduring and impactful event (COVID-19 duration, COVID-19 cases, COVID-19 deaths) will be positively related to COVID-19 exhaustion. We tested our propositions with 8,343 job applicants across 373 companies and 93 countries/regions. Consistent with predictions, we found a positive relationship between COVID-19 rumination and interview anxiety, and this relationship was stronger for applicants who experienced higher (vs. lower) levels of COVID-19 exhaustion. In turn, interview anxiety was negatively related to interview performance, fairness perceptions, and recommendation intentions. Moreover, using a relevant subset of the data (n = 6,136), we found that COVID-19 duration and deaths were positively related to COVID-19 exhaustion. This research offers several insights for understanding the virtual interview experience embedded in the pandemic and advances the literature on applicant reactions. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

Persons with substance use disorders (SUDs) experience high unemployment rates that can increase relapse risk. Research on employment counseling for this population is lacking. This study examined ...

Hostile and benevolent sexism continue to have adverse impacts on opportunities for advancement of women in organizations. In this study we examined the relationship between observer assessments and male interviewer sexism, emphasizing sexism's impact on perceptions of female candidates' hireability and competence. The sample included 266 male and female participants randomized as observers across interview scenarios. Scenario conditions varied between hostile, benevolent, and neutral interviewers, but the female candidate remained neutral. We found that benevolent sexism implies a positive outcome of enhanced observer perception of hireability with little stigma associated with the female candidate's competence, whereas hostile sexism had an overall negative effect, which was offset by observer impressions of likeability of the female job candidate who maintained a neutral composure. Our study findings suggest that observers' perceptions of sexism, benevolence, and a woman candidate's likeability differ and may change with experience. Perception of likeability, in particular, may provide a positive relational strategy for mitigating the effect of benevolent sexism without the tradeoff of perceived diminished competence.

In the last decades, improving remote communications in companies has been a compelling issue. With the outspread of SARS-CoV-2 pandemic, this phenomenon has undergone an acceleration. Despite this, little to no research, considering neurocognitive and emotional systems, was conducted on job interviews, a critical organizational phase that significantly contributes to a company's long-term success. In this study, we aimed at exploring the emotional and cognitive processes related to different phases of a job interview (introductory, attitudinal, technical, and conclusion), when considering two conditions: face-to-face and remote, by simultaneously gathering EEG (frequency bands: alpha, beta, delta, and theta) and autonomic data (skin-conductance-level, SCL, skin-conductance-response, SCR, and heart rate, HR) in both candidates and recruiters. Data highlighted a generalized alpha desynchronization during the job interview interaction. Recruiters showed increased frontal theta activity, which is connected to socio-emotional situations and emotional processing. In addition, results showed how face-to-face condition is related to increased SCL and theta power in the central brain area, associated with learning processes, via the midbrain dopamine system and the anterior cingulate cortex. Furthermore, we found higher HR in the candidates. The present results call to reexamine the impact of information-technology on the organization, opening up to translational opportunities.

PurposeAutomatic evaluation of job interviews has become an alternative for assessing interviewees. Therefore, questions arise regarding applicant reactions and behavior when algorithms automatically evaluate applicants' interview responses. This study tests arguments from previous research suggesting that applicants whose interviews will be automatically evaluated may use less impression management (IM), but could react more negatively to the interview.Design/methodology/approachParticipants (N = 124; primarily German students) took part in an online mock interview where they responded to interview questions via voice recordings (i.e. an asynchronous interview). Prior to the interview, half of them were informed that their answers would be evaluated automatically (vs by a human rater). After the interviews, participants reported their honest and deceptive IM behavior as well as their reactions to the interview.FindingsParticipants in the automatic evaluation condition engaged in less deceptive IM, felt they had fewer opportunities to perform during the interview, and provided shorter interview answers.Research limitations/implicationsThe findings of this study suggest a trade-off between IM behavior and applicant reactions in technologically advanced interviews. Furthermore, the results indicate that automatically evaluated interviews might affect interview validity (e.g. because of less deceptive IM) and influence interviewees' response behavior.Practical implicationsHiring managers might hope that automatically evaluated interviews decrease applicants' use of deceptive IM. However, the results also challenge organizations to pay attention to negative effects of automatic evaluation on applicant reactions.Originality/valueThis study is the first empirical study investigating the impact of automatically evaluated interviews on applicant behavior and reactions.

People often engage in self-repetition-repeating the same story, joke, or presentation across different audiences. While behaving consistently has generally been found to enhance perceptions of authenticity, 10 studies demonstrate that performers who are revealed to be self-repeating are perceived as less authentic. We find convergent evidence that this effect is driven by observers' implicit assumption that social interactions are unique. Self-repetitions violate this assumption, leading observers to judge performers as inauthentic because they are thought to be falsely presenting their performance as unique when it is not. We demonstrate this effect across multiple contexts (politics, entrepreneurship, tour guiding, and comedy), finding that observer awareness of self-repetition decreases perceived authenticity even in situations in which it is normative to repeat a performance and in which repetition is required. The decrease in authenticity is eliminated only when performers overtly acknowledge self-repetition, as performers are no longer viewed as falsely presenting themselves. Moreover, performers who fail to acknowledge their self-repetition are penalized similarly to those who explicitly lie that the performance is unique-an unacknowledged self-repetition is thus seen as a lie by omission. Finally, we recorded repeated job interview responses and found that observers who were unaware of the self-repetition could not discern tangible differences between unrepeated and repeated responses. However, when observers believed that they were viewing a self-repetition, they judged the interviewees as less authentic. Together, our findings provide insight into how people assess the authenticity of self-presentational behaviors and the implicit assumptions that influence social judgments. (PsycINFO Database Record (c) 2020 APA, all rights reserved).

Although networking is considered a positive job search behavior, scholars have paid little attention to the role of networking in an individual’s job search outcomes. In this research we used structural equation modeling to test empirically the relationship between networking behavior and job search outcomes with a sample of 773 Vietnamese university graduates. We also integrated individual difference theory and social network theory to investigate the predictors of networking behavior that indirectly influence employment outcomes. Results show that networking behavior had a positive effect on a job seeker’s chances of obtaining a job interview and receiving a job offer. In addition, the individual differences of personality traits, jobsearch clarity, and networking comfort, as well as network size and tie strength in the structure of the network, were significant antecedents of job seekers’ networking behavior. Theoretical and practical implications are discussed.

Abstract. Applicant fairness perceptions of asynchronous job interviews were assessed among panelists (Study 1, N = 160) and highly educated actual applicants (Study 2, N = 103). Furthermore, we also examined whether personality explained applicants’ perceptions. Participants, particularly actual applicants, had negative perceptions of the fairness and procedural justice of asynchronous job interviews. Extraverted applicants perceived more opportunity to perform with the asynchronous job interview than introverts. A trait interaction between Neuroticism and Extraversion was tested, but no significant results were found. Although the first selection stage is increasingly digitized, this study shows that applicant perceptions of asynchronous job interviews are relatively negative. The influence of personality on these perceptions appears to be limited.

Deceptive impression management (i.e., faking) may alter interviewers’ perceptions of applicants’ qualifications and, consequently, decrease the predictive validity of the job interview. In examining faking antecedents, research has given little attention to situational variables. Using a between-subjects experiment, this research addressed that gap by examining whether organizational culture impacted both the extent to which applicants faked and the manner in which they faked during a job interview. Analyses of variance revealed that organizational culture did not affect the extent to which applicants faked. However, when taking into account applicants’ perceptions of the ideal candidate, organizational culture was found to indirectly impact the manner in which applicants faked their personality (agreeableness and honesty-humility). Overall, the findings suggest that applicants may be able to fake their personality traits during job interviews to increase their person–organization fit.

People routinely engage in impression management, for example, by highlighting successes. It is not yet known how people attribute their success (to talent vs. effort) to give a positive impression. Three experiments explore this question and test whether people’s attributions of success receive favor from their audience. The findings show that, in impression management situations (e.g., job interview or date), people communicate their effort less than audiences would prefer. Thus, success alone may not be enough to make a positive impression on others; emphasizing effort as the cause for success also matters.

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

Abstract. Affective science calls for methods to induce mood in an engaging and ecologically valid way. We present a method employing a naturally occurring scenario that fits these criteria: a job interview. Participants got positive or negative feedback from a fictive expert to induce positive or negative mood. After mood induction, we assessed participants’ decision making behavior in the so-called information sampling task (IST). Results show that our mood induction successfully changed valence, dominance, and state self-esteem ratings, while there were no differences in arousal ratings. Decision making in the IST was not influenced by the induced mood. Effect sizes of mood induction were equally high for positive and negative mood concerning valence ratings (d = .8) with participants scoring high on self-control showing smaller mood induction effects. We conclude that our mood induction technique is an effective and natural way to induce mood in the laboratory, meeting current criteria of affective science.

Epilepsy is the most frequent seizure disorder affecting both social and occupational life of the patients. On the open labour market, these individuals might encounter a number of obstacles, lack of understanding, and limitations. Although epileptic employees do not currently require any adjustments to their working environment in order to improve or perform their jobs, they are often confronted with prejudices, misguided attitudes, stigmatization, and lack of awareness on the part of the employees but also the patients themselves. The presence of epilepsy has multiple implications for occupational life in terms of limited job opportunities on the labour market and decreased chances of getting/maintaining a job. The objective of the present qualitative study was to identify, analyse and describe the experiences and needs of epileptic persons concerning their employment. The study was of an exploratory-descriptive nature and involved 25 epileptic adults (17 women and 8 men) with a minimum of 6 months of occupational experience in their current job. The data were obtained by means of the unfinished sentences method (total of 16 sentences) and were analysed using an interpretative content analysis. The content of the unfinished sentences reflected the following timeline: (1) Link to the disease (4 sentences) – (2) Experiences of epileptic persons with searching for a job (5 sentences) – (3) Experiences with performance of the job (7 sentences). The participants perceive epilepsy as a barrier to their occupational self-actualization, some of the participants consider themselves as persons with health disability. The social dimension included the participants’ experience with meeting people and their desire for a job, which is often inaccessible due to their disease. The participants consider the process of searching for a job a journey full of hardship and hard-earned experience. The factors that affect getting a job are as follows: stage of disease, employer’s requirements, but also personal efforts and luck. An important aspect is the very first personal presentation during a job interview. A decisive aspect is disclosing the diagnosis during a job interview, or concealing the health status in order to get the job. The participants appreciate when the employer allows adjustment to the working hours or home office, or accepts the participants’ health status. The participants agree that an important aspect is positive assessment by their colleagues; they appreciate their helpfulness, fair approach, support and motivation. They appreciate if their colleagues do not show sympathy. One of the problematic aspects related to employment includes fear of seizures, seizures at work, their frequency and intensity. These and other manifestations of the disease (for example unrest, inattention, fatigue and lack of concentration) raise uncertainty and fear of losing the job. According to the participants, a significant barrier is a low level of awareness and the resulting impoliteness of other people. Despite the fact that some of the participants report unpleasant feelings when talking about their disease and consider the disclosure of this information an unpleasant necessity due to possible help required later, being employed is an opportunity for them to work fully and independently, achieve success, become self-reliant, self-confident, responsible and important. These are all qualities that are associated with being employed.

International audience; Job interview is a standardized situation that carries high stakes and involves impression management tactics. When an incident occurs in such a situation it could create embarrassment. Usually the expression of this self-conscious emotion positively affects others’ judgment. The aim of this study is to know whether this positive effect could also be observed in a job interview and whether it may vary depending on how embarrassment is expressed and with the personality of the job applicant. Contrary to what it is observed in an ordinary context, the absence of expression is favored by the recruiters; the expression of embarrassment is rather negatively perceived, especially when it is not controlled. The issue of emotional expressivity during interview will be discussed.; L’entretien d’embauche est une situation normée et porteuse d’enjeu où les candidats déploient des tactiques de gestion des impressions pour donner la meilleure image d’eux. Un événement fortuit survenant dans une telle situation peut créer de l’embarras. D’ordinaire, l’expression de cette émotion réflexive négative influence plutôt favorablement le jugement d’autrui. L’objectif de cette recherche est de voir si cet effet positif s’observe également lors d’un entretien d’embauche, et s’il peut varier selon ses formes d’expression et selon la personnalité du candidat. Contrairement à ce qui est observé en contexte ordinaire, c’est ici l’absence d’expression qui est favorisée par les recruteurs ; l’expression d’embarras est plutôt perçue négativement, particulièrement lorsqu’elle n’est pas maîtrisée. La question de l’expressivité émotionnelle en entretien d’embauche sera discutée.

Abstract. Three experiments on professional recruiters explored how applicants’ ethnicity affects questions prepared for a job interview and the implications of this. Study 1 revealed that outgroup applicants prompt recruiters to focus more on whether applicants have integrated cultural norms and values fitting the ingroup norms (person-culture fit), as well as the match between the applicants and their would-be work team (person-group fit). When applicants were from the ethnic ingroup, recruiters focused more on questions pertaining to the match between the applicants’ abilities and the specific demands of the job (person-job fit). Studies 2 and 3 revealed that questions prepared for outgroup applicants were rated as less useful for hireability decisions, and that summaries emphasizing person-job fit were perceived as more useful.

It is well-established in the literature that biases (e. g., related to body size, ethnicity, race etc.) can occur during the employment interview and that applicants' fairness perceptions related to selection procedures can influence attitudes, intentions, and behaviors toward the recruiting organization. This study explores how social robotics may affect this situation. Using an online, video vignette-based experimental survey (n = 235), the study examines applicant fairness perceptions of two types of job interviews: a face-to-face and a robot-mediated interview. To reduce the risk of socially desirable responses, desensitize the topic, and detect any inconsistencies in the respondents' reactions to vignette scenarios, the study employs a first-person and a third-person perspective. In the robot-mediated interview, two teleoperated robots are used as fair proxies for the applicant and the interviewer, thus providing symmetrical visual anonymity unlike prior research that relied on asymmetrical anonymity, in which only one party was anonymized. This design is intended to eliminate visual cues that typically cause implicit biases and discrimination of applicants, but also to prevent biasing the interviewer's assessment through impression management tactics typically used by applicants. We hypothesize that fairness perception (i.e., procedural fairness and interactional fairness) and behavioral intentions (i.e., intentions of job acceptance, reapplication intentions, and recommendation intentions) will be higher in a robot-mediated job interview than in a face-to-face job interview, and that this effect will be stronger for introvert applicants. The study shows, contrary to our expectations, that the face-to-face interview is perceived as fairer, and that the applicant's personality (introvert vs. extravert) does not affect this perception. We discuss this finding and its implications, and address avenues for future research.

Workplace religious expression has become an intensely debated topic across news outlets and social media. However research on what constitutes acceptable vs unacceptable workplace religious display is sparse. At a time when EEOC claims involving religion are on the rise there is a clear need for study in this area. In this study participants in two samples read 27 scenarios where an interviewer engaged in a Christian religious display during a job interview. We used Christian religious displays for their ease of recognition in an American sample. Participants rated each workplace religious display in terms of likelihood of occurrence and organization attractiveness. In both samples organization attractiveness ratings were more negative than expected in a predominantly Christian sample signifying that while individuals may value their ability to express their religion they may not appreciate such displays from those who represent an organization. Verbal and physical religious displays received more negative ratings compared to scenarios that spoke to shared experiences such as displaying pictures of one’s children in a religious ceremony. Application in organizations and HR implications are discussed.

Purpose The purpose of this paper is to provide a conceptual model of the standard employment interview that practitioners may use to improve their interview skills and the accuracy of their selection decisions. Design/methodology/approach The dynamics of each discrete stage of the interview model are supported by empirical findings from the research literature on employment interviewing. Findings An interview transitions through four naturally occurring stages: the initial impression formed in the first few seconds when the candidate and interviewer first lay eyes on one another; a rapport building stage of several minutes to help each party settle in; the body of the interview in which job skills and culture-fit are assessed; and the close, when the interviewer asks if the candidate has any questions about the job or company. Research limitations/implications Implications for research include providing solutions to the problem of difficult-to-control personal biases (especially during Stages 1 and 2), as well as conducting holistic studies that include the factors that influence decision making across all four stages to determine their relative weights. Practical implications The four stage model can be used to design interview training programs. By dividing the interview into discrete stages, practitioners can become aware of the pitfalls within each stage and use evidence-based findings to correct mistakes. Social implications Companies and job candidates benefit alike when selection is based on job skills and person-organization fit rather than on how well job candidates can interview. Originality/value This is the first paper to propose that employment interviews move through four discrete stages and to support the assertion with findings from secondary empirical research.

The aim of a job interview is to allow an interviewer to judge whether an applicant will fit into the job at stake. This study investigated how various constructs (for instance, preinterview impres...

Summary This research furthers understanding of the factors that induce individuals to choose deception. Its goals were to expand and test a recent account of the cognition of deception, Activation–Decision–Construction–Action Theory (ADCAT), in a mock job interview inviting impromptu deception. Decisions to lie are hypothesized to depend on the truth and other information activated from long-term memory by the social context. Activated information then guides evaluation of the likely costs of truth telling and benefits of deception; 166 college students participated in the job interview, who learned about the position and then adopted the role of job applicants. Afterward, participants shared their thoughts when responding to five questions from the interview. The most important findings are that the negative expectations of sharing truths and the positive expectations of sharing deceptions each account for unique variance in deciding to lie. Implications for lie reduction and detection are considered.Copyright © 2016 John Wiley & Sons, Ltd.

Structuring job interviews is a method of decreasing bias and increasing the predictive validity of job performance, but research suggests that applicants can react negatively to structure (Chapman & Zweig, 2005) and that negative attitudes about selection tools can predict performance (Hausknecht, Day, & Thomas, 2004). The current exploratory study investigates how structuring the job interview in conjunction with priming the ethnicity and sex of the applicant, and in some conditions providing an explanation of the structure, affected post-interview cognitive ability performance. Three levels of structure were randomly assigned. Those who experienced a structured interview without an explanation of its purpose scored lower than those who experienced an unstructured interview, but those who experienced a structured interview with an explanation of its purpose did not score lower than those who experienced an unstructured interview. Scores differed for females and Hispanics depending on the structure condition, but not in the same manner. Implications for recruitment, selection, and performance management are discussed.

Abstract. Using the theoretical framework of circumplex models, we investigated how the actual nonverbal behaviors of interviewers can hinder female applicants’ performance in simulated job interviews. Fifty-seven dyads conducted mock job interviews for a managerial position. Applicants were always women, whereas interviewers were either men or women. Interviewers’ nonverbal dominance (visual dominance, speaking interruptions) and friendliness (smiling, nodding) were coded based on videotapes. Male interviewers’ dominance (but not friendliness) predicted lower self-evaluations of female applicants and lower evaluations made by the interviewers. Female interviewers’ nonverbal behavior did not predict outcomes. Implications for the advancement of women in the workplace are discussed, such as the importance of acknowledging and changing nonverbal dynamics to improve women’s performance in job interviews.

The job interview is one of the most widely used assessment tools in the selection process. Despite its popularity in practice, interview outcomes can be prone to bias. Although our knowledge of stigmatizing applicant characteristics that elicit subgroup differences has grown exponentially, research continuously highlights the need for a framework underlying interview bias. This paper proposes a framework for interview bias based on the dual-process theory, which is a widely applicable theoretical framework that has influenced research on social interactions, information processing, and decision making. Specifically, we investigate how stigmatizing applicant characteristics affect interviewers' information processing during the three main stages of the interview (i.e., pre-interview, interview, decision making), we discuss situational and interviewer factors as moderators, and describe the impact on interview outcomes (like interview bias). Building on the dual-process theory, we formulate key propositions, related to each of the interview stages. Finally, we discuss the implications of this framework for future interview and stigma research and for organizations' interviewing practice.

International audience; Introduction. Embarrassment is a negative but prosocial emotion, which often arises from the transgression of a social norm. Its expression thus plays a crucial role in the social perception.Objective. The aim of this paper is to document this role during both ordinary and extra-ordinary situations (i.e., with stakes).Method. Using scenarios’ method, 27 participants and 100 recruiters evaluated persons expressing embarrassment or not.Results. Study 1 showed that during ordinary situations, nonverbal expression of embarrassment led to make a good impression by signalling desire of appeasement and prosociality. In contrast, Study 2 revealed that during a job interview, verbal expression of embarrassment through defensive tactics was rather negatively perceived.Conclusion. The manipulation of emotions as emotive communication tools will be discussed.; Introduction. Emotion négative mais prosociale, l’embarras émerge souvent suite à la transgression d’une norme sociale. Son expression joue alors un rôle décisif dans la perception sociale.Objectif. L’objectif de cet article est de documenter ce rôle dans des situations ordinaires et « extra-ordinaires » (i.e., avec enjeu).Méthodologie. A l’aide de scénarios, 27 participants tout-venants et 100 recruteurs ont évalué des personnes exprimant ou non de l’embarras.Résultats. L’Etude 1 a montré qu’en situations ordinaires, l’expression non verbale d’embarras permettait de faire bonne impression, signalant une tendance à l’apaisement et à la prosocialité. L’Etude 2 a révélé que lors d’un entretien d’embauche, l’expression verbale de l’embarras par des tactiques défensives était plutôt perçue négativement.Conclusion. L’instrumentalisation des émotions comme outils de communication émotive sera discutée.

The goal of the article is to reveal how the right to work is implemented regarding persons with epilepsy by investigating their subjective experience. The article is based on qualitative research methodology. By using content analysis three categories with subcategories were formulated: motivation (high motivation for employment, demotivating factors), experience in labour market (negative emotions during job interview, hiding the illness, consequences of hiding the illness, stress for possible seizure at work), relations with employers (expectations toward employers, stigmatized attitude of employers, stereotypical thinking). Research data shows that persons with epilepsy have high motivation in searching job and attempting to stay in labour market, because they want financial stability, safety and inclusion in social life. The main demotivating factors are painful experience during job interviews; not adjusted working conditions and environment. Persons with epilepsy experience negative emotions during job interviews, they hide their illness from employers as long as it is possible, but even after illness is discovered they constantly feel stress for possible seizure. Research participants have clear and specific expectations, they feel stigmatized, stereotypical attitudes to them, and want individualized approach to the situation, and adjustment of working conditions to their abilities.

The dissertation examined Impression Management (IM) throughout an individual’s professional life and identified three contexts in which individual IM use is likely to impact future career outcomes. First, the dissertation advanced knowledge about IM by studying the contingency effect of a seemingly trivial aspect, i.e. the spatial distance between the interviewer and applicant during the job interview. Second, the dissertation has shown that employees use IM attempting to retain current job features at stake as a consequence of work changes. Third, the dissertation found support for the idea that individuals engage in IM over an extended period of time with decreasing temporal distance to the performance appraisal event.

Conversation is governed by expectations of timely responding. Violations of these expectations are grounds for inference by other participants. These inferences may be at odds with identities respondents try to project. In job interviews, candidates’ responses are used to make hiring decisions. Candidates trade off between (1) delaying response initiation to search for an appropriate response at the risk of appearing inept and (2) responding quicker but less appropriately. In a corpus of job interviews, response delays predicted the probability of inappropriate initial responses and decreased hireability ratings, illustrating how unintended aspects of conversational delivery can entail social and institutional consequences beyond the conversation itself.

Incident evaluations show that bystanders tend to help: they do not wait for professionals to arrive, but act as required by the situation at hand. In the present study, we investigated how safety awareness (induced before an accident happened) and providing a course of action by emergency services affect helping behavior after witnessing a virtual accident with two victims. The main task of the participants was to arrive at a job interview in time. Safety awareness was manipulated by the specific organization they went to: either promoting safe traffic or healthy living. The results show that all participants were inclined to help. Participants who were primed towards safe traffic more often called the emergency number, but talked to the victim less often. Participants who had received specific courses of action moved the victim less often. In all, the results clearly indicate the value of effective risk communication (before an event occurs) and crisis communication (after an event has occurred), as both types of information improve the quality of actual helping behavior at the scene.

Purpose – The purpose of this paper is to examine whether women encounter more social resistance than men do when they attempt to negotiate for higher compensation, and whether the gender and personality of the interviewer moderates that resistance. Design/methodology/approach – The authors conducted an experiment to explore how gender and personality jointly influence interviewers’ decision making in job negotiations. Findings – The authors found that: first, female interviewees who initiate negotiations in a job interview are penalized by both male and female interviewers; second, more agreeable interviewers are “nicer” than less agreeable ones to interviewees who ask for more pay, even after controlling for the interviewers’ gender; and third, more extraverted interviewers are “tougher” than less extraverted interviewers toward interviewees who initiate salary negotiation. These phenomena are more pronounced when interviewees are male as opposed to female. Research limitations/implications – Some limitations need to be brought to the reader’s attention. First, the participants of this study are undergraduate students. While most of them have job interview experience as an interviewee, few have any experience as an interviewer. In order to minimize this effect, we used human resources management students who previously had a course on hiring and selection in this experiment. Second, the order of the interviewees evaluated by participants, acting as interviewers, could cause an “order effect.” Practical implications – This study contributes to the gender, personality, and negotiations literature, and “fills the gap” on the joint effect of gender, personality, and hiring decision making. Gender discrimination during job interviews suggests that business needs to address discrimination and diversity issues earlier. It may be wise for management to consider the potential bias of an interviewer’s gender and personality on their hiring decisions before the organization makes a final decision on which interviewee should be hired and how much salary should be offered. Originality/value – To the best of the knowledge of the authors, no prior studies have explored the joint effect of gender and personality on negotiation behavior in a job interview setting from an interviewer’s perspective.

For more than fifty years, research in psychology has demonstrated that our evaluation of others may be influenced by their surname or first name. In this study, we evaluated the impact of the attractiveness and frequency of names in situations of recruitment for low qualification level jobs. Using data from a recruitment agency, we tested (binomial regression) for effects associated with first name popularity, surname frequency, first name + surname attractiveness, ethnicity, gender, and age on job interview outcome of 507 low qualified French persons. The logistic regression analysis indicated that, among the various variables tested, first name popularity remained the best predictor of employability.

Terrorist attacks are known to influence public opinion. But do they also change behaviour? We address this question by comparing the results of two identical randomized field experiments on ethnic discrimination in hiring that we conducted in Oslo. The first experiment was conducted before the 2011 terrorist attacks in Norway; the second experiment was conducted after the attacks. In both experiments, applicants with a typical Pakistani name were significantly less likely to get a job interview compared to those with a typical Norwegian name. But the ethnic gap in call‐back rates were very similar in the two experiments. Thus, Pakistanis in Norway still experienced the same level of discrimination, despite claims that Norwegians have become more positive about migrants after the far‐right, anti‐migrant terrorist attacks of 2011. Do terrorist Attacks Affect Ethnic Discrimination in the Labour Market? Evidence from Two Randomised Field Experiments

We investigate whether the publicly available information on Facebook about job applicants affects employers’ hiring decisions. To this end, we conduct a field experiment in which fictitious job applications are sent to real job openings in Belgium. The only characteristic in which these candidates differ is the unique Facebook profile that can be found online with their name. Candidates with the most beneficial Facebook picture obtain approximately 38% more job interview invitations compared to candidates with the least beneficial picture. In addition, we find suggestive evidence for a higher effect of Facebook profile picture appearance on hiring chances when candidates are highly educated and when recruiters are female.

Companies increasingly use computer-controlled interviews as a less expensive and more efficient way to screen job applicants. Despite these advantages, this interview format may prevent evaluators from accurately judging an applicant’s personality traits, which, in turn, may influence hiring decisions. Two traits in particular, agreeableness and conscientiousness, have been found to predict performance in many occupational settings. In the current research, participants randomly were assigned to either a face-to-face (FTF) or computer-controlled (CC) mock job interview. Interviewees were rated by external observers as higher in conscientiousness and agreeableness when the interview was CC rather than FTF. In addition, observers rated interview performance more positively than did the interviewees themselves – particularly when the interview was CC. Finally, the discrepancy between self and observer judgments of the interviewees’ personality (in terms of agreeableness and conscientiousness) mediated the relation between interview format and the discrepancy between self and observer ratings of interview performance. These findings suggest that CC interviews have the potential to yield overly positive evaluations of interviewees, thereby biasing personality judgments and estimations of ultimate job performance.

Two studies examined the effect of applicants’ smiling on hireability. In a pre-test study, participants were asked to rate the expected behavior for four types of applicants. Newspaper reporter applicants were expected to be more serious than applicants for other jobs. In Study 1, participants were randomly assigned to be an applicant or interviewer for a newspaper reporting job. Smiling was negatively related to hiring, and smiling mediated the relation between applicants’ motivation to make a good impression and hiring. Hiring was maximized when applicants smiled less in the middle of the interview relative to the start and end. In Study 2, participants watched Study 1 clips and were randomly assigned to believe the applicants were applying to one of four jobs. Participants rated more suitability when applicants smiled less, especially for jobs associated with a serious demeanor. This research shows that job type is an important moderator of the impact of smiling on hiring.

Research suggests that applicants use various impression management tactics during employment interviews to influence interviewers' evaluations of their performance. Yet, little research has examined inteviewers/perceptions of applicant's impression management and their degree of nonverbal influence. This PhD study examines these questions, using both quantitative and qualitative data: Do interviewers accurately perceive applicant's impression management tactics? How are these perceptions integrated into their evaluations of applicant's nonverbal behaviour? Is perception accuracy influenced by artifacts (professional clothing) that interviewees wear? It has cross-cultural design, because describes the differences in European Commission interviewers' social perceptions and Romanian human resources managers on one hand, and between social perceptions of European Commission public servants and Romanian employees on the other hand, concerning 12 key concepts: persuasion, first impressions, professional image, credibility, authenticity, competence, self- confidence, self-management, self-presentation, self-promotion, impression management tactics, professional appearance.

In this paper, we explore whether individuals who strive to self-verify flourish or flounder on the job market. Using placement data from 2 very different field samples, we found that individuals rated by the organization as being in the top 10% of candidates were significantly more likely to receive a job offer if they have a stronger drive to self-verify. A third study, using a quasi-experimental design, explored the mechanism behind this effect and tested whether individuals who are high and low on this disposition communicate differently in a structured mock job interview. Text analysis (LIWC) of interview transcripts revealed systematic differences in candidates' language use as a function of their self-verification drives. These differences led an expert rater to perceive candidates with a strong drive to self-verify as less inauthentic and less misrepresentative than their low self-verifying peers, making her more likely to recommend these candidates for a job. Taken together, our results suggest that authentic self-presentation is an unidentified route to success on the job market, amplifying the chances that high-quality candidates can convert organizations' positive evaluations into tangible job offers. We discuss implications for job applicants, organizations, and the labor market. (PsycINFO Database Record

The increasingly aging population in most industrialized societies, coupled with the rather age-diverse current workforce makes discrimination against older employees a prevalent issue, especially in employment contexts. This renders research on ways for reducing this type of discrimination a particularly pressing concern. Drawing on theories of social identity and impression management, our research examines the role of impression management, aimed at refuting common older worker stereotypes, in diminishing bias against older job applicants during the job interview. The study consisted in an experimental hiring simulation conducted on a sample of 515 undergraduate students. Results show that older applicants who used impression management to contradict common older worker stereotypes were perceived as more hirable than those who did not. However, despite this positive effect, discrimination persisted: older applicants were consistently rated as less hirable than their younger counterparts when displaying the same IM behavior. Taken together, this research demonstrates that older job seekers can indeed ameliorate biased interview outcomes by engaging in impression management targeting common age stereotypes; however, it also shows that this strategy is insufficient for overcoming age discrimination entirely. The current study has important implications for theory, by expanding research on the use of impression management in mitigating age discrimination, as well as for practice, by offering older employees a hands-on strategy to reduce bias and stereotyping against them.

A major question in labour market research is the extent to which discrimination in employments causes the disadvantages experienced by children of immigrants. This article contributes to the debate by utilising a correspondence test study in which pairs of equivalent resumes and cover letters—one with a Pakistani name and one with a Norwegian name—were sent in response to 900 job openings in the greater Oslo area. The results show that applicants with Norwegian names on average are 25 % more likely to receive a call back for a job interview than equally qualified applicants with Pakistani names. More refined analyses demonstrate that the effect of ethnic background on employment probabilities is larger among men than women and larger in the private sector than in the public sector, and important variations among the occupations included in the study are revealed. In an effort to separate the potentially conflating effects of gender and sector, all applications to gender-segregated occupations were removed from the analyses. Interestingly, the gender differences disappear when exclusively analysing discrimination in gender-integrated occupations by sector. In gender-integrated occupations in the private sector, the gender difference in fact is reversed, indicating that women with minority background are treated less favourably than are minority men in the private sector. These results suggest that the intersection of gender, ethnicity, and sector should be scrutinised more carefully in future field experiments.

The attainment of postsecondary credentials holds particular promise in improving economic security for low-income single mothers. However, the type of school attended may matter when determining whether postsecondary credentials will foster positive labor market outcomes and financial stability for former students. This paper describes the pre-test of a field experiment to examine whether the school type listed on a job applicant’s resume has an impact on receiving a call for a job interview, in fields commonly pursued by low-income women. School types tested were for-profit schools and community colleges. Results revealed little difference in outcomes for job seekers with credentials from each school type. However, more reliable results could be obtained by repeating this study in a stronger economy, using job candidates with minimal applicable experience, applying to a greater number of positions, and selecting occupations for which an academic credential is widely seen as a prerequisite for entry.DOI:10.2458/azu_jmmss_v5i1_arcand

To date there remains a lack of substantive investigation into the hiring processes and recruitment strategies employed by those in power at exotic dance clubs. The researcher acted as a covert, complete participant in job inquiries at 25 exotic dance clubs in three Midwestern cities in order to elucidate gendered influence as evidenced by techniques incorporated in the interview process. Emergent patterns and themes suggest the need for a reworking of the conceptualization of the socialization process of exotic dancers to include tactics for maximizing earning potential and managing stigma that are introduced in the initial club contact and job interview.

Nonverbal behavior coding is typically conducted by ‘‘hand’’. To remedy this time and resource intensive undertaking, we illustrate how nonverbal social sensing, defined as the automated recording and extracting of nonverbal behavior via ubiquitous social sensing platforms, can be achieved. More precisely, we show how and what kind of nonverbal cues can be extracted and to what extent automated extracted nonverbal cues can be validly obtained with an illustrative research example. In a job interview, the applicant’s vocal and visual nonverbal immediacy behavior was automatically sensed and extracted. Results show that the applicant’s nonverbal behavior can be validly extracted. Moreover, both visual and vocal applicant nonverbal behavior predict recruiter hiring decision, which is in line with previous findings on manually coded applicant nonverbal behavior. Finally, applicant average turn duration, tempo variation, and gazing best predict recruiter hiring decision. Results and implications of such a nonverbal social sensing for future research are discussed.

Can sexist behavior in a job application context threaten women and cause them to underperform on a subsequent cognitive ability test? In a simulated job interview, 46 women and 46 men -- undergraduate and graduate students from the University of Heidelberg, Germany -- were confronted with either sexist (dominant and physically close) behavior by a male interviewer or non-sexist (friendly and neutral) behavior by the same confederate. Participants then solved math items and language-related items from a German standard intelligence test. In accordance with our hypothesis, the results indicated that female participants in the sexist condition performed significantly worse on the mathematical test than female participants in the control condition. The performance of female participants on the language-related test and male participants on both the math and language-related tests did not differ by experimental condition. After the sexist job interview, women’s impaired performance, occurring on the math items only (i.e., specific to the domain in which women are negatively stereotyped), suggests an influence of psychological and interpersonal processes on seemingly objective test outcomes.

Employing an experimental design, we investigated how Norwegian managers’ ( N = 78) evaluations and intended hiring decisions varied with job applicants’ ethnic background (immigrant vs. native Norwegian mainstreamer) and the degree to which the candidates’ self-presentation fitted Norwegian cultural norms (level of cultural fit). The participants viewed video clips of applicants whose ethnicity and self-presentation was manipulated. Irrespective of ethnic background, low cultural fit candidates were evaluated as less similar, less likable, less likely to perform well, and as more poorly fitting the managers’ organization. However, low and high cultural fit candidates were evaluated as exhibiting similar levels of person–job fit. Logistic regression analyses showed that low cultural fit candidates were about six times less likely to be hired than high cultural fit candidates. In practice, immigrant applicants are more likely to exhibit low cultural fit. It is concluded that emphasis on cultural fit could easily have a disproportionate effect on immigrants’ chances of being hired, notably if fit is not predictive of job performance.

Research problem: The purpose of the study was to explore the effects of national culture and medium type on first impression bias reduction in the context of job interview and performance appraisals. Research questions: (1) Does the evaluators' national culture affect first impression bias reduction? (2) Which medium type (text or multimedia) is more effective in reducing first impression bias? and (3) Does medium effect in reducing first impression bias vary with national culture? Literature review: The purpose of the literature review is to examine the current literature in the areas of national culture, medium type and first impression bias reduction, especially in a communication context. Researchers reviewed the discussions on first impression formation, and national culture theories, and the Media Richness Theory. For media, multimedia type was found to reduce first impression bias more than text medium type. For national culture, the literature review suggested that national culture dimensions (such as collectivism, assertiveness, and uncertainty avoidance) could possibly affect first impression bias reduction. Methodology: The researchers conducted a quantitative experiment with 407 students from a US university and a Chinese university, who majored in business-related disciplines. Researchers requested the treatment group participants to access performance bias cue. The participants then performed an initial appraisal of a manager based on Denison's leadership index. The participants then viewed the job interview of the manager, via different media, and performed the appraisal again. The performance appraisal data were collected via a website. The researchers used Analysis of Variance to analyze the data. Results and discussion: This study found that for our participants, national culture reduces first impression bias more than media. It identified that first impression bias reduction in US participants is significantly greater than that in Chinese participants, independent of media used. Regardless of national culture of media users, this study found that users using text medium were able to reduce first impression bias significantly more than users using multimedia. The implications of this study are that to reduce first impression bias in cross-cultural settings, managers and employees must adapt the channels and effort allocation for communication to national culture. Managers and researchers must understand that national culture is more important than media in reducing first impression bias. The limitations of the study were the use of student participants, and absence of national culture dimensions measurement. The study was conducted in only two national cultures. Future research could use employees as participants, measure national culture dimensions, and replicate the study in various national cultures.

This paper explores disabled persons’ narrated experiences from job interviews. Based on interviews with employed disabled persons in the United States and Norway, the analysis investigates how the informants understand and deal with employers’ interpretations of disability. Three kinds of stories are identified: discrimination, uncertainty and recognition. In the first two stories, informants portrayed employers who used a non-inclusive discourse of disability. In the story of recognition, informants perceived employers to be primarily interested in their competence, and disability was dealt with in an inclusive manner. The comparison between American and Norwegian accounts reveals striking similarities in disabled persons’ narratives.

How the interview process affects foreign-born job candidates has received scant attention in recent research literature (Huffcutt 2011), even though the issue should be growing in importance given the massive influx of qualified migrants entering developed countries. This paper examines the job interview through the lens of national culture and argues that cross-cultural differences between interviewer and interviewee can affect interview judgement and evaluation. Drawing upon the literatures in cross-cultural research and social psychology, this paper presents a model of cross-cultural differences on interview outcomes. In so doing, this conceptual study advances theory that underpins the employment selection process of foreign-born job candidates, and also provides a platform on which future empirical research may be based.

Unattractive job candidates face a disadvantage when interviewing for a job. Employers' evaluations are colored by the candidate's physical attractiveness even when they take job interview performance into account. This example illustrates unexplored questions about the neural basis of social evaluation in humans. What neural regions support the lasting effects of initial impressions (even after getting to know someone)? How does the brain process information that changes our minds about someone? Job candidates' competence was evaluated from photographs and again after seeing snippets of job interviews. Left lateral orbitofrontal cortex modulation serves as a warning signal for initial reactions that ultimately undermine evaluations even when additional information is taken into account. The neural basis of changing one's mind about a candidate is not a simple matter of computing the amount of competence-affirming information in their job interview. Instead, seeing a candidate for the better is somewhat distinguishable at the neural level from seeing a candidate for the worse. Whereas amygdala modulation marks the extremity of evaluation change, favorable impression change additionally draws on parametric modulation of lateral prefrontal cortex and unfavorable impression change additionally draws on parametric modulation of medial prefrontal cortex, temporal cortex, and striatum. Investigating social evaluation as a dynamic process (rather than a one-time impression) paints a new picture of its neural basis and highlights the partially dissociable processes that contribute to changing your mind about someone for the better or the worse.

Social Analytic Jurisprudence instructs researchers to study the reciprocal relations between law and peoples’ lives by developing empirical descriptions of legal assumptions about human behavior. The present work introduced a new experimental paradigm to test some of those assumptions by studying the impact of sexual objectification in a simulated job interview on performance, sexual harassment judgments, and emotions for women who experienced (akin to complainants), observed (akin to coworkers or witnesses), or predicted (akin to investigators, EEOC officers, mediators, jurors, or judges,) the impact of sexual objectification. Consistent with hypotheses, sexual objectification resulted in worse performance predictions, more sexual harassment, and more negative emotion compared with the control condition, but these effects were moderated by perspective. Overall, predictors estimated worse performance, more sexual harassment, and more negative emotion in response to sexual objectification than observers and experiencers. Anticipated negative emotion and self-referencing explained the effects for predictors. Theoretical and practical implications for legal and psychological theory on sexual harassment, objectification, and affective forecasting are discussed.