Can Nonverbal Cues be Used to Make Meaningful Personality Attributions in Employment Interviews?

DeGroot, Timothy; Gooty, Janaki

doi:10.1007/s10869-009-9098-0

Cited by 118 publications

(81 citation statements)

References 62 publications

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“…Specifically, participants who spoke often, longer, louder, with greater modulation of loudness and pitch obtained higher score in overall impression, professional, social and communicative skills. This results are in accordance with existing literature [10,12,24].…”

Section: Correlation Analysissupporting

confidence: 94%

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Training on the job: behavioral analysis of job interviews in hospitality

Muralidhar

Nguyen

Frauendorfer

et al. 2016

Proceedings of the 18th ACM International Conference on Multimodal Interaction

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First impressions play a critical role in the hospitality industry and have been shown to be closely linked to the behavior of the person being judged. In this work, we implemented a behavioral training framework for hospitality students with the goal of improving the impressions that other people make about them. We outline the challenges associated with designing such a framework and embedding it in the everyday practice of a real hospitality school. We collected a dataset of 169 laboratory sessions where two role-plays were conducted, job interviews and reception desk scenarios, for a total of 338 interactions. For job interviews, we evaluated the relationship between automatically extracted nonverbal cues and various perceived social variables in a correlation analysis. Furthermore, our system automatically predicted first impressions from job interviews in a regression task, and was able to explain up to 32% of the variance, thus extending the results in existing literature, and showing gender differences, corroborating previous findings in psychology. This work constitutes a step towards applying social sensing technologies to the real world by designing and implementing a living lab for students of an international hospitality management school.

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Section: Correlation Analysissupporting

confidence: 94%

“…The choice of nonverbal cues extracted was based on their relevance in existing literature in the field of social [10,19] and social computing [24,25] and were extracted for the full interview. Analysis of other behavioral cues (e.g.…”

Section: Nonverbal Featuresmentioning

confidence: 99%

Training on the job: behavioral analysis of job interviews in hospitality

Muralidhar

Nguyen

Frauendorfer

et al. 2016

Proceedings of the 18th ACM International Conference on Multimodal Interaction

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“…In some video-based communication technologies, the restricted camera view can limit observation of nonverbal behaviors (e.g., hand gestures, eye contact), changing the pace of the conversation and social interaction (Blackman, 2002;Chapman & Rowe, 2001;DeGroot & Gooty, 2009). These changes can harm ratings as halting one's speech and gaze aversion are linked to perceptions of lower intelligence (Borkenau & Liebler, 1995;Larsen & Shackelford, 1996).…”

Section: Impression Management and Technology-mediationmentioning

confidence: 99%

“…Technology characteristics can influence how applicants perceive the selection process, the interviewer, and the organization, leading to a range of consequences such as intent to accept an offer, recommend the organization, and/or file a lawsuit (Chapman, Uggerslev, Carroll, Piasentin, & Jones, 2005;Hausknecht, Day, & Thomas, 2004;Rynes & Connerley, 1993). Several features and attributes in technology-mediated interviews may be responsible for negatively influencing applicant reactions (DeGroot & Gooty, 2009;Doherty-Sneddon et al, 1997;Swider, Barrick, Harris, & Stoverink, 2011). As mentioned above, removal of visual and audio cues, which are present in FTF interviews, may make an applicant feel less free to impression manage.…”

Section: Hypothesis 1: Interviewer Ratings Will Be Lower In Technologmentioning

confidence: 99%

Technology in the Employment Interview: A Meta-Analysis and Future Research Agenda

Blacksmith¹,

Willford²,

Behrend³

2016

PAD

122

153

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“…Employers hire attractive people not simply because they want to surround themselves with beauty, but because they associate attractiveness with jobrelated characteristics. Good inter-personal skills such as smiling and good eye contact, for example, might lead interviewers to assume an extravert personality (DeGroot & Gooty, 2009). …”

Section: Why Does Career Image Confer Such Benefits?mentioning

confidence: 99%

‘If you look the part you’ll get the job’: should career professionals help clients to enhance their career image?

Hooley

Yates

2014

British Journal of Guidance & Counselling

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This article presents a critical exploration of the role of career professionals in supporting people to reflect on and enhance their appearance, attractiveness and self-presentation (career image). The article is conceptual and based on a review of the broader literature on career success, appearance and attractiveness. It explores the evidence for a relationship between attractiveness and career, and the authors propose a conceptual framework in which career image is comprised of three elements (interpersonal skills, aesthetic presentation and beauty). The paper examines a possible role for career professionals in relation to this and then critically examines this role and concludes with the proposition of a research agenda in this area

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Can Nonverbal Cues be Used to Make Meaningful Personality Attributions in Employment Interviews?

Cited by 118 publications

References 62 publications

Training on the job: behavioral analysis of job interviews in hospitality

Training on the job: behavioral analysis of job interviews in hospitality

Technology in the Employment Interview: A Meta-Analysis and Future Research Agenda

‘If you look the part you’ll get the job’: should career professionals help clients to enhance their career image?

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