Article (Published version) (114 Kb) - Free access
How Accurate are Recruiters' First Impressions of Applicants in Employment Interviews?
|Published in||International Journal of Selection and Assessment. 2011, vol. 19, no. 2, p. 198-208|
|Abstract||The ability of recruiters and laypersons (students) to detect applicant personality traits and deception was studied. Participants viewed mock videotapes of target applicants answering interview questions. They subsequently judged the applicants' personality on the Big Five dimensions. Then, they viewed another videotape with other applicants presenting themselves either truthfully or not, and subsequently guessed which version was truthful. Personality judgments were compared with targets' self-assessments and peer assessments to create an accuracy score. Both recruiters and students accurately detected applicants' global personality profile. Recruiters were better at this than students. However, students were better at judging the specific traits of openness, extraversion, and conscientiousness, whereas recruiters only accurately detected openness. Recruiters detected lies above chance whereas students did not. How Accurate are Recruiters' First Impressions of Applicants in Employment Interviews?. Available from: https://www.researchgate.net/publication/228253853_How_Accurate_are_Recruiters%27_First_Impressions_of_Applicants_in_Employment_Interviews [accessed Nov 21 2017].|
|Keywords||Employment interviews — First impressions — Personality|
|Research group||Affective sciences|
|SCHMID MAST, Marianne et al. How Accurate are Recruiters' First Impressions of Applicants in Employment Interviews?. In: International Journal of Selection and Assessment, 2011, vol. 19, n° 2, p. 198-208. https://archive-ouverte.unige.ch/unige:101514|