Effects of Applicant Personality on Resume Evaluations (original) (raw)
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Journal of Business and …, 2009
Research shows recruiters infer dispositional characteristics from job applicants' resumes and use these inferences in evaluating applicants' employability. However, the reliability and validity of these inferences have not been empirically tested. Using data collected from 244 recruiters, we found low levels of estimated interrater reliability when they reviewed entry-level applicants' resumes and made inferences regarding applicants' personality traits. Moreover, when recruiters' inferences of applicant personality were correlated with applicants' actual Big Five personality scores, results indicated that recruiters' inferences lacked validity, with the possible exceptions of extraversion and openness to experience. Finally, despite being largely unreliable and invalid, recruiters' inferences of applicants' extraversion, openness to experience, and conscientiousness predicted the recruiters' subsequent employability assessments of the applicants.
Journal of Applied Psychology, 1995
Eighty-four managers who make hiring decisions in 1 of 6 occupations representative of J. L. Holland's (1973) 6 job typologies (medical technologist, insurance sales agent, carpenter, licensed practical nurse, reporter, and secretary) rated 39 hypothetical job applicants on 2 dependent variables, hirability and counterproductivity. Applicants were described on the Big Five personality factors (Emotional Stability, Extraversion, Openness to Experience, Agreeableness, and Conscientiousness) and on general mental ability. Results showed that general mental ability and conscientiousness were the most important attributes related to applicants' hirability and that Emotional Stability, Conscientiousness, and Agreeableness were the most important attributes related to counterproductivity. In most respects, these results mirror meta-analytic reviews of validity studies, thereby confirming hypotheses. Progress has been made in recent years in understanding the structure and the concepts of personality. Generally, researchers agree that there are five factors (Extraversion, Emotional Stability, Agreeableness, Conscientiousness, and Openness to Experience) that can serve as a meaningful taxonomy for personality attributes (see Digman, 1990, and Goldberg, 1990, for detailed discussions). The emergence of the five-factor model has enabled researchers to investigate the relationship of specific personality constructs with various criteria in a number of different occupations. Recent meta-analyses have shown that certain personality constructs are valid predictors of job performance criteria for numerous occupations (e.g.
Improving Employee Selection With a Revised Resume Format
Business Communication Quarterly, 2011
This study investigates the acceptance of a prototype resume that includes candidate personality assessment information. Data were obtained from hiring managers and human resource professionals in regional chapters of the Society for Human Resource Management. Respondents found the new content useful and that the new information added value when compared with a traditional resume. This study suggests the possibility of improving the effectiveness of candidate screening and selection with the inclusion of such data in a standard resume and may be useful for instructing new business school graduates in the preparation of their professional resumes.
Personality Traits and Their Validity in Predicting Job Performance at Recruitment: a Review
International Journal of Engineering and Management Sciences, 2019
One of the most critical challenges human resources management usually faces is the procedure of recruitment and selection. At the recruitment, the factor of qualification is very important. However, HR management should take into account the personality of the candidate. For example, most of the companies' profits rely on the performance of the frontline employee and their behavior toward the customer. Therefore, HR management usually uses the assessment of personality and integrity. Based on the literature, there is a correlation between personality traits and job performance. This study is a literature review analysis which contains previous studies in regard to the usage of Big Five Factors at the recruitment and their validity in predicting employee's performance in the firm.
Incorporating Personality Traits in Hiring: A Case Study of Central Texas Cities
The first purpose of this paper is to describe the personality traits of an ideal employee. The literature indicates there are five identifiable personality traits that should be assessed during the hiring process. The traits are conscientiousness, emotional stability, agreeableness, extraversion, and openness to experience. Second, this research describes the extent to which cities in central Texas use hiring processes that take into account an employee’s personality traits. Data from a questionnaire sent to human resources directors in central Texas cities are used. The directors were asked about using personality assessments during the hiring process. The data reveal that a majority of cities do not administer personality tests during the hiring process. The research presented in this paper is helpful for human resource directors because it reviews the literature that explains why incorporating personality assessments in the hiring process helps put the right person in the right position.
What Matters Most? The Perceived Importance of Ability and Personality for Hiring Decisions
Cornell Hospitality Quarterly, 2010
This study examined the emphasis hiring managers placed on general mental ability (GMA) and personality—agreeableness, conscientiousness, emotional stability, and extraversion—when evaluating applicant profiles for servers for a national restaurant chain. GMA was framed as either “intelligence” or the “ability to learn and solve problems.” Under both conditions, GMA was valued, but less than agreeableness, conscientiousness, and emotional stability, even though GMA has been demonstrated to be the strongest predictor of employee performance. Framed as the “ability to learn and solve problems,” GMA was more highly valued, but still less than personality.
IDENTIFYING POTENTIALLY USEFUL PERSONALITY CONSTRUCTS FOR EMPLOYEE SELECTION
Personnel Psychology, 1997
The Personality-Related Position Requirements Form (PPRF), a job analysis form to be used in making hypotheses about personality predictors of job performance, is described. The Big Five personality factors provided an organizing framework for the PPRF. Subsequent development resulted in identifying 12 specific sets of items for facets of each of the Big Five. A study was conducted by gathering job descriptions on 260 different jobs to determine if the PPRF could reliably differentiate jobs; such evidence was found. The PPRF is offered to both researchers and practitioners for use, refinement, and further testing of its technical merits and intended purposes.
Personality traits as an antecedent of Employability and the mediating role of job performance.
Personality traits as an antecedent of Employability and the mediating role of job performance. Nimmi P.M., Research Scholar, SMS, CUSAT. Dr. Zakkariya K.A., Professor, SMS, CUSAT. Abstract: Employability enhancement or skill upgradation is a major function of Human Resource Development. The employability construct is developed around personal circumstances, individual factors and external factors. The contribution of each of these variables is crucial in determining an individual's employability. While looking into the personal factors contributing to employability the prominence of personality fcators-especially big five personality traits-in determing the employability of an individual is mostly over looked or has not undergone any empirical study. This paper tries to establish personality traits as antecedant of employability and the mediating role of Job Performance.
The Mediating Processes Linking Applicant Personality Traits and Interviewer Evaluation
International Journal of Selection and Assessment, 2011
This study examines interview preparations (i.e., social preparation and background preparation) and impression management (IM) tactics (i.e., self-focused IM and other-focused IM) as the mechanisms between applicant personality characteristics and interviewer evaluation. Data were collected from both actual job applicants and interviewers. Results show that personality characteristics (i.e., extraversion and conscientiousness) have indirect effects on interviewer evaluation in terms of perceived person-job fit (P-J fit) and interpersonal liking through these two types of applicant behaviors. This study accomplishes two goals: (1) it extends the socioanalytic theory of personality (Hogan, 1996) by testing the intervening roles played by applicants' behaviors that correspond to getting along with and getting ahead of others; and (2) it suggests that these applicant behaviors might be important cues for practical interviewers' effective assessment of applicants' performance-related characteristics.