Okay, I've got a lot of ground to cover this time, so buckle up...
Let's start with the December issue of IJSA:
- Looks like how much applicants try to make themselves look good varies by country
- Is applicant faking behavior related to job performance? Kinda depends on your definitions.
- Research has found that emotional intelligence can be related to work attitudes. This appears to be in part because of an increased situational judgment effectiveness.
- Speaking of situational judgment...in terms of job knowledge, knowing what to do is different than knowing what not to do
- What impact does a resume have on a recruiter? Depends on what assumptions they make about you after reading it.
- How to people select--and continue with--an executive coach? By looking at things like their ability to forge a partnership.
- How do Canadian firms do in terms of using tests other than interviews? Not so well, it turns out.
Let's move to the October issue of JASP, where there's just one article but it's a good one. Researchers continued the (depressing) finding that applicant names impact pre-interview impressions. Specifically, the more a name was Anglicized, the more favorable the impression was when hiring for an outside sales job.
Next comes the November issue of JAP:
- A new meta-analysis of the FFM of personality and its relationship to OCBs and task performance.
- Measures of interest haven't gotten a lot of love as selection devices. Looks like we need to tease out the constructs a little because they could be more helpful than we thought.
- Applicants trying to create a certain image during an interview are better off doing this after an initial flub or relying solely on self-promotion rather than making up an image.
A few from the November issue of JPSP:
- Another on impression management (not selection-specific) that goes into more detail about the topic (e.g., how many tactics people use, their accuracy)
- A caution about using the Revised NEO-PI in different cultures due to DIF.
Next, a call for more transparency in false-positive findings.
Last but not least, those of you interested in the potential of social ratings of performance being used for selection might be interested in this study of RateMyProfessors.com, which found student ratings are likely to be useful measures of teacher quality.
Showing posts with label Resumes. Show all posts
Showing posts with label Resumes. Show all posts
Sunday, November 20, 2011
Sunday, May 23, 2010
June 2010 IJSA
The summer journal season continues with the June 2010 issue of the International Journal of Selection and Assessment. Take a deep breath, there's a lot of stuff packed into this issue:
- Roth et al. provide evidence that women outperformed men on work sample exams that involved social skills, writing skills, or a broad array of KSAs. To the extent that an employer is trying to avoid discriminating against female applicants, this provides support for work sample usage.
- In a study of managers in Taiwan, Tsai et al. show that the most effective way an applicant can make up for a slip in an interview is to apologize (vs. attempting to justify or use an excuse).
- Jackson et al. strive to add some clarity on task-based assessment centers
- Blickle & Schnitzler provide evidence of the construct and criterion-related validity of the political skill inventory
- Colarelli et al. studied how racial prototypicality and affirmative action policies impact hiring decisions. Results of a resume review indicated more jobs were awarded to black candidates as racial prototypicality and affirmative action policy strength increased, but stronger AA policies decreased the percentage of minority hires attributed to higher qualifications.
- In my personal favorite article of the issue, Karl et al. found in a study of U.S. and German students that those low on conscientiousness (especially), agreeableness, and emotional stability were more likely to post "Facebook Faux Pas". This provides some support for employers who screen out applicants based on inappropriate social networking posts. I'll talk more about this in my upcoming webinar.
- Denis, et al. provide support for the NEO PI-R's ability to predict job performance in two French-Canadian samples.
- Bilgiç and Acarlar report results of a study of Turkish students and perceptions of various selection instruments. Interviews were rated most highly and there were some differences in terms of privacy perceptions depending on the goal orientation of the student.
- Trying to figure out how to hire better direct support professionals (e.g., those providing long-term residential care or care to those with disabilities)? Robson, et al. describe the development of a composite predictor composed of various measures (e.g., agreeableness, numerical ability) that predicted performance, satisfaction, and turnover.
- Ahmetoglu et al. provide support for using the Fundamental Interpersonal Relationship Orientations-Behaviour (FIRO-B) to predict leadership capability.
- Ispas et al. describe results of a study that showed support for a nonverbal cognitive ability measure (the GAMA) in predicting job performance in two samples.
- Last but not least, in another win for context-specific assessments, Pace & Brannick show how a measure of openness to experience tailored to specific work outpredicted the comparable general NEO PI-R scale. IMHO this is how personality measures will eventually become more prominent and accepted as pre-hire assessments.
- Roth et al. provide evidence that women outperformed men on work sample exams that involved social skills, writing skills, or a broad array of KSAs. To the extent that an employer is trying to avoid discriminating against female applicants, this provides support for work sample usage.
- In a study of managers in Taiwan, Tsai et al. show that the most effective way an applicant can make up for a slip in an interview is to apologize (vs. attempting to justify or use an excuse).
- Jackson et al. strive to add some clarity on task-based assessment centers
- Blickle & Schnitzler provide evidence of the construct and criterion-related validity of the political skill inventory
- Colarelli et al. studied how racial prototypicality and affirmative action policies impact hiring decisions. Results of a resume review indicated more jobs were awarded to black candidates as racial prototypicality and affirmative action policy strength increased, but stronger AA policies decreased the percentage of minority hires attributed to higher qualifications.
- In my personal favorite article of the issue, Karl et al. found in a study of U.S. and German students that those low on conscientiousness (especially), agreeableness, and emotional stability were more likely to post "Facebook Faux Pas". This provides some support for employers who screen out applicants based on inappropriate social networking posts. I'll talk more about this in my upcoming webinar.
- Denis, et al. provide support for the NEO PI-R's ability to predict job performance in two French-Canadian samples.
- Bilgiç and Acarlar report results of a study of Turkish students and perceptions of various selection instruments. Interviews were rated most highly and there were some differences in terms of privacy perceptions depending on the goal orientation of the student.
- Trying to figure out how to hire better direct support professionals (e.g., those providing long-term residential care or care to those with disabilities)? Robson, et al. describe the development of a composite predictor composed of various measures (e.g., agreeableness, numerical ability) that predicted performance, satisfaction, and turnover.
- Ahmetoglu et al. provide support for using the Fundamental Interpersonal Relationship Orientations-Behaviour (FIRO-B) to predict leadership capability.
- Ispas et al. describe results of a study that showed support for a nonverbal cognitive ability measure (the GAMA) in predicting job performance in two samples.
- Last but not least, in another win for context-specific assessments, Pace & Brannick show how a measure of openness to experience tailored to specific work outpredicted the comparable general NEO PI-R scale. IMHO this is how personality measures will eventually become more prominent and accepted as pre-hire assessments.
Tuesday, December 09, 2008
Resume <> Personality
I don't know about you, but one of my least favorite forms of assessment is pouring through resumes. They're not standardized, they leave out important details, and often provide way too many details about things we don't care about. But most importantly, it just doesn't feel like a very valid way of making inferences about candidates.
There are good reasons to dislike this activity. Not only are there rampant self-inflation problems, the inferences recruiters tend to make about applicant personality are erroneous, according to a recent study. After looking at responses from 244 recruiters, the authors found several important results:
1) Low interrater reliability -- in other words, the recruiters didn't agree with each other very often about what the resume said about an applicant's personality.
2) When correlations were made between recruiters' inferences of personality with actual Big 5 scores from the applicants, low levels of validity were found (slightly better for conscientiousness and openness to experience).
3) Despite the two findings above, rater perception of extraversion, oppenness to experience, and conscientiousness predicted their assessment of employability of the applicants.
Lesson? Be very careful what you imply from a resume. Think carefully about the facts you're using to infer personality. If you must use them, screen out only those who lack the basic qualifications to do the job. Follow up the resume screen with a number of much more valid assessments--work sample tests, structured interviews, in-depth reference checks, etc.
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