Horse-Sized Ducks or Duck-Sized Horses? Oddball Personality Questions Are Likable (but Useless) for Organizational Recruitment

Zhang, Don C.

doi:10.1007/s10869-021-09740-9

Cited by 5 publications

(18 citation statements)

References 99 publications

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“…Currently the specialists of HR team collect and analyze the relevant data manually in most organizations. 7,44 Hence many researchers are finding ways to analyze online behavior of individuals and map it to existing and reliable personality models.…”

Section: Literature Reviewmentioning

confidence: 99%

“…So an all‐round personality analysis of current or candidate employee is important to ensure the organization and job fitment. Currently the specialists of HR team collect and analyze the relevant data manually in most organizations 7,44 . Hence many researchers are finding ways to analyze online behavior of individuals and map it to existing and reliable personality models.…”

Section: Literature Reviewmentioning

confidence: 99%

“…2 The most recent domains that researchers have started looking into to understand the personality of person are facial cues, 3,4 speech, 5 handwriting 6 and oddball questions. 7 Some new fields where the use of personality profiling is proposed is cyber threat intelligence, where Reference 8 found out that the personality of each hacker is correlated with the pattern of their hacking and their expertise level. Another domain is understanding the learning gain in e-learning context.…”

Section: Introductionmentioning

confidence: 99%

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Psychometric profiling of individuals using Twitter profiles: A psychological Natural Language Processing based approach

Rathi

Verma

Jain³

et al. 2022

Concurrency and Computation

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The recent pandemic saw the operations of many businesses shifting to virtual mode. Tasks like psychometric analysis of individuals, for various applications, are conducted online. In this article, we introduce a novel system to analyze the semantics of an individual's tweets from their Twitter profile using LIWC and SALLEE scores. These scores can be used to evaluate less fortunate, thin‐filed candidates using their Twitter profiles. With increased access to phones and the internet, many organizations are focusing on making credit systems available to the masses by introducing psychometric analysis. This article proposes a dynamic model for evaluating the personality of a Twitter user using the textual content shared on their page. The model will allow stakeholders to ascertain the personality of user according to any personality model. To analyze if this is viable and flexible approach to model any kind of personality model, we take MBTI personality dataset and train classifier to predict personality types. Then these results are correlated with a linguistic score to find correlation between the two. We found that proposed approach, outperformed the other relevant works also some aspects of these linguistic scores show a heavy correlation with certain personality types.

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Section: Literature Reviewmentioning

confidence: 99%

Section: Literature Reviewmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

Psychometric profiling of individuals using Twitter profiles: A psychological Natural Language Processing based approach

Rathi

Verma

Jain³

et al. 2022

Concurrency and Computation

View full text Add to dashboard Cite

show abstract

“…There is reason to believe that interviewers will prefer questions they have more frequently been exposed to because those questions formulate schemas of typical interviews; these questions will be preferred not because they are necessarily more job relevant but simply because they are associated with the prototypical interview. Zhang (2021) proposes that when uncertain, people rely on existing exemplars to make judgments, with this including the preference for interview questions. Social cognitive theory (SCT; Bandura & National Inst of Mental Health, 1986) suggests that individuals learn behavior by not only engaging in trial and error but also that individuals replicate behavior they have seen.…”

Section: Question Exposurementioning

confidence: 99%

“…Beyond job relevance and informality, questions can differ according to other characteristics, such as how stress inducing or how challenging they are. Recent interview research has introduced and begun investigating unorthodox interview questions labeled as oddball and brainteaser questions (Highhouse et al, 2019;Honer et al, 2007;Speer et al, 2020;Wright et al, 2012;Zhang, 2021), which force applicants to "think on their feet" or "outside of the box." An example is "why are manhole covers round?"…”

Section: Stress Inducing Questions and Personalitymentioning

confidence: 99%

Factors leading to interview question decisions: Introducing the Model of Interviewer Question Preferences

Speer

Delacruz

2022

Int J Selection Assessment

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This study expands upon interview research by developing a tentative model to explain interview question preferences. The Model of Interviewer Question Preferences highlights interviewer factors that occur along two paths: job relevance factors that lead to the identification of questions that accurately differentiate applicants in terms of hireability, and social and past experience factors affecting interview preferences more broadly. We tested this tentative model using a prolific sample of 186 respondents who had prior experience conducting interviews. When combining both the job relevance path and social exposure path, nearly 48% of the variance in preference for interview questions was explained. Factors such as question job relevance and question exposure were highly related to question preference. Most generally, results suggest that people prefer to ask questions they are familiar with and think are job relevant.

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Practitioner and Applicant Reactions to Brainteaser Interview Questions

Childers

McAbee

2023

Journal of Personnel Psychology

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Abstract. Research on applicant reactions to brainteaser interview questions has been mixed, with some applicants finding them humorous and others finding them useless and unfair to use in an interview. Little research, however, has investigated how practitioners perceive these questions. Across two studies, we assess how applicants and practitioners react to brainteaser questions and how people perceive their use in a selection context. We find consistently negative reactions to brainteaser interview questions in both applicants and practitioners. As such, organizations that use or are considering using these questions in their selection practices should use caution. Implications and future research directions are discussed.

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Horse-Sized Ducks or Duck-Sized Horses? Oddball Personality Questions Are Likable (but Useless) for Organizational Recruitment

Cited by 5 publications

References 99 publications

Psychometric profiling of individuals using Twitter profiles: A psychological Natural Language Processing based approach

Psychometric profiling of individuals using Twitter profiles: A psychological Natural Language Processing based approach

Factors leading to interview question decisions: Introducing the Model of Interviewer Question Preferences

Practitioner and Applicant Reactions to Brainteaser Interview Questions

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