Use of Psychological Examinations of Employees and Job Applicants in Personnel Management

The Association between Selected Characteristics and Perceived Employability of Offenders

Criminal Justice and Behavior ◽

10.1177/0093854885012003005 ◽

1985 ◽

Vol 12 (3) ◽

pp. 353-365 ◽

Cited By ~ 18

Author(s):

R. H. FINN ◽

PATRICIA A. FONTAINE

Keyword(s):

Standard Deviation ◽

Normal Distribution ◽

Personnel Management ◽

Undergraduate Students ◽

Job Applicants ◽

Entry Level ◽

Deviation Analysis ◽

Perceived Employability ◽

Rank Orders ◽

Outcome Bias

Employment applications were prepared for 20 fictitious job applicants, and were then rank ordered by 225 undergraduate students enrolled in personnel management classes based on perceived suitability for employment in an entry-level job. Job applicants differed from each other on three treatments: type of crime allegedly committed, judicial outcome, and sex. Employability scores were derived for each applicant by converting the rank orders to a normal distribution with a given mean and standard deviation. Analysis of the data revealed a clear bias against all applicants who had allegedly committed a crime. The magnitude of the bias was related to the type of crime allegedly committed, and to the judicial outcome. Bias was not related to sex of the applicant.

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Self-Promoting and Modest Job Applicants in Different Cultures

Journal of Personnel Psychology ◽

10.1027/1866-5888/a000034 ◽

2011 ◽

Vol 10 (2) ◽

pp. 70-77 ◽

Cited By ~ 15

Author(s):

Marianne Schmid Mast ◽

Denise Frauendorfer ◽

Laurence Popovic

Keyword(s):

Cultural Background ◽

Job Applicants ◽

Presentation Style ◽

Interview Situation ◽

French Speaking ◽

Different Cultures

The goal of this study was to investigate the influence of the recruiter’s cultural background on the evaluation of a job applicant’s presentation style (self-promoting or modest) in an interview situation. We expected that recruiters from cultures that value self-promotion (e.g., Canada) will be more inclined to hire self-promoting as compared to modest applicants and that recruiters from cultures that value modesty (e.g., Switzerland) will be less inclined to hire self-promoting applicants than recruiters from cultures that value self-promotion. We therefore investigated 44 native French speaking recruiters from Switzerland and 40 native French speaking recruiters from Canada who judged either a self-promoting or a modest videotaped applicant in terms of hireability. Results confirmed that Canadian recruiters were more inclined to hire self-promoting compared to modest applicants and that Canadian recruiters were more inclined than Swiss recruiters to hire self-promoting applicants. Also, we showed that self-promotion was related to a higher intention to hire because self-promoting applicants are perceived as being competent.

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