Effects of previewing the application on interview process and outcomes.

Dipboye, Robert L.; Fontenelle, Gail A.; Garner, Kathleen

doi:10.1037/0021-9010.69.1.118

Cited by 61 publications

(50 citation statements)

References 27 publications

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“…Dipboye et al (1984) examined the accuracy of interviewers' judgments of applicants' self-reported personality. Interviewers who made personality assessments based solely on applicants' resumes were just as accurate, and, in certain instances, more accurate, than recruiters who made judgments based only on the interview or those who made judgments based on both resume and interview.…”

Section: Previous Research On Resume Screeningmentioning

confidence: 99%

Recruiters’ Inferences of Applicant Personality Based on Resume Screening: Do Paper People have a Personality?

et al. 2008

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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.

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Section: Previous Research On Resume Screeningmentioning

confidence: 99%

Recruiters’ Inferences of Applicant Personality Based on Resume Screening: Do Paper People have a Personality?

et al. 2008

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“…From a practical viewpoint, previewing test information has a number of benefits (Dipboye, Fontenelle and Garner 1984). It may stimulate more productive questioning by providing the interviewer with leads to pursue in the interview.…”

Section: Previewing Test Information Prior To Interviewmentioning

confidence: 99%

Psychological testing for selection purposes: a guide to evidence-based practice for human resource professionals

Carless

2009

The International Journal of Human Resource Management

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“…Based on this claim, it was argued that even though passively gained information by itself may not reduce as much uncertainty as interacting with partners, the information gathered through passive URS would be used in subsequent interactive URS to reduce uncertainty. The effect of prior information on subsequent interaction has not been examined in SNS, but it has found support in research examining interviewing processes (Dipboye, Fontenelle, & Garner, 1984). Dipboye et al (1984) conducted an experiment in an interview setting to test the effect of previewing candidates' resumes versus not previewing candidates' resumes on the interrogation process during interviews.…”

Section: Comparing the Effectiveness Of Passive Urs With Interactive Ursmentioning

confidence: 99%

“…The effect of prior information on subsequent interaction has not been examined in SNS, but it has found support in research examining interviewing processes (Dipboye, Fontenelle, & Garner, 1984). Dipboye et al (1984) conducted an experiment in an interview setting to test the effect of previewing candidates' resumes versus not previewing candidates' resumes on the interrogation process during interviews. Results showed that the interviewers who previewed candidates' resumes tended to ask a greater number of follow up questions based on the information given in the resumes.…”

Section: Comparing the Effectiveness Of Passive Urs With Interactive Ursmentioning

confidence: 99%

“…For instance, both resumes and profiles contain biographic and demographic information, as well as hobbies and interests of individuals. Based on the findings from Dipboye et al (1984), it can be assumed that when individuals have access to information about their partners from their online profiles, they will use the information gleaned from the profiles as conversation probes to ask them follow-up questions during the initial interactions to gather more information (Jablin & Miller, 1980).…”

Section: Comparing the Effectiveness Of Passive Urs With Interactive Ursmentioning

confidence: 99%

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Does Your Facebook Profile Help You or Harm You? Examining the Effect of Information Seeking Strategies on Relational Outcomes in Social Networking Sites

Paul¹,

Morrison²

2017

JCTHB

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Social networking sites (SNS) are becoming popular platforms for initiating relationships with unknown others, and not just for maintaining online ties with existing friends and family. When initiating relationships, the primary need is to reduce uncertainty about unknown others by getting more information about them. In this study we examined which information seeking strategy was the most effective in reducing uncertainty about people in SNS. We also examined whether using different combinations of information seeking strategies resulted in different levels of uncertainty reduction, and feelings of liking and similarity experienced towards unknown others in SNS. 49 stranger dyads participated in an experiment where they had an online conversation with each other, either before or after accessing their conversation partners' Facebook profiles. Results indicated a strong interaction effect of time and the combination of information seeking strategies used, on levels of uncertainty, liking and similarity experienced toward conversation partners. Facebook profiles resulted in increased levels of uncertainty reduction, liking and similarity only when the profiles were accessed before having an online conversation with partners. Accessing profiles after the online conversation heightened uncertainty, and reduced liking and similarity. The contradictory role of Facebook profiles on the three relational outcome variables is discussed in the context of uncertainty reduction theory (Berger & Calabrese, 1975), social penetration theory (Altman & Taylor, 1973), Snyder and Swan's (1978) confirmation bias, and Walther's (1997) hyperpersonal model. Effective strategies for using SNS for fostering new relationships, as informed by theory and empirical data, are proposed.

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Effects of previewing the application on interview process and outcomes.

Cited by 61 publications

References 27 publications

Recruiters’ Inferences of Applicant Personality Based on Resume Screening: Do Paper People have a Personality?

Recruiters’ Inferences of Applicant Personality Based on Resume Screening: Do Paper People have a Personality?

Psychological testing for selection purposes: a guide to evidence-based practice for human resource professionals

Does Your Facebook Profile Help You or Harm You? Examining the Effect of Information Seeking Strategies on Relational Outcomes in Social Networking Sites

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