Using Recruiter Assessments of Applicants’ Resume Content to Predict Applicant Mental Ability and Big Five Personality Dimensions

Cole, Michael S.; Feild, Hubert S.; Giles, William F.

doi:10.1111/1468-2389.00228

Cited by 66 publications

(86 citation statements)

References 53 publications

(54 reference statements)

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“…In summary, previous research has found recruiters are able to make reliable assessments regarding the presence of resume content (Cable and Gilovich 1998;Cole et al 2003a) and applicant attributes when screening applicant resumes (Brown and Campion 1994). Research findings from a number of studies, both experimental and fieldbased, also suggest that recruiters form impressions of applicants' subjective attributes based on resume content (Cable and Gilovich 1998), and, more importantly, they use these inferences when evaluating applicants' employability (Brown and Campion 1994;Cole et al 2004).…”

Section: Previous Research On Resume Screeningmentioning

confidence: 87%

“…Furthermore, a number of resume biodata items were related with recruiters' evaluations of applicants' subjective and objective attributes. Thus, when recruiters use applicants' resumes as the initial screening tool, there is an implied assumption that information reported on the resume is linked to job relevant attributions, including personality characteristics (Ash et al 1989;Cole et al 2003a;Rubin et al 2002), which are important for job success.…”

Section: Previous Research On Resume Screeningmentioning

confidence: 99%

“…In the present study, applicant extraversion was expected to be the easiest personality dimension to judge within a resume-screening context. This is because the extent to which an applicant is extraverted is likely to be reflected by the types and numbers of extracurricular activities listed on the resume (Cole et al 2003a;Rubin et al 2002). While perhaps not as visible as extraversion, applicants' conscientiousness is likely to be relatively straightforward to infer from a resume.…”

Section: Reliability and Validity Of Recruiters' Inference Makingmentioning

confidence: 99%

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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: 87%

Section: Previous Research On Resume Screeningmentioning

confidence: 99%

Section: Reliability and Validity Of Recruiters' Inference Makingmentioning

confidence: 99%

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

et al. 2008

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“…While resumes and applications provide much factual and verifiable information such as educational achievements, certifications, licenses, experience, and so on, employers also use them to infer other characteristics such as personality, intelligence, leadership, and work ethic (Cable & Gilovich, 1998;Cole, Feild, Giles, & Harris, 2009). They then use these inferences to assess prospect employability (Brown & Campion, 1994;Cole, Feild, & Giles, 2003;Cole, Rubin, Feild, & Giles, 2007).…”

Section: Introductionmentioning

confidence: 99%

Integrating the Expanded Task-technology Fit Theory and the Technology Acceptance Model: A Multi-wave Empirical Analysis

Drake¹,

Hall²,

Becton³

et al. 2023

THCI

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Abstract:For human resource (HR) departments, screening job applicants is an integral role in acquiring talent. Many HR departments have begun to turn to social networks to better understand job candidates' character. Using social networks as a screening tool might provide insights not readily available from resumes or initial interviews. However, requiring access to an applicants' social networks and the private activities occurring therein-a practice currently legal in 29 U.S. states (Deschenaux, 2015)-could induce strong moral reactions from the job candidates because of a perceived loss of information privacy. Subsequently, such disclosure requests could induce job candidates to respond in a multitude of ways to protect their privacy. Given that an estimated 2.55 billion individuals will use social media worldwide by 2017 (eMarketer, 2013), the repercussions from requests for access social media environments have potentially far-reaching effects. In this research, we examine how one such disclosure request impacted six information privacy protective responses (IPPRs) (Son & Kim, 2008) based on the job candidates' perceived moral judgment and the perceived moral intensity of the HR disclosure request. These responses occurred when we asked respondents to provide personal login information during a hypothetical interview. By modeling data derived from a sample of 250 participants in PLS-SEM, we found that the five IPPRs (i.e., refusal, negative word of mouth, complaining to friends, complaining to the company, and complaining to third parties) were all significant responses when one judged the request to be immoral and perceived the moral intensity concept of immediate harm. The amount of variance explained by these five IPPRs ranged from 17.7 percent to 38.7 percent, which indicates a solid initial foundation from which future research can expand on this HR issue. Implications for academia and practice are discussed.

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“…Extracurricular activities are an important part of an student's vita (e.g., Rubin et al 2002) and are usually presented on the résumé. Several psychological studies show that recruiters' initial perceptions of an applicant's skills and personality indeed depend on her extracurricular activities (e.g., Nemanick and Clark 2002, Cole et al 2003, Tsai et al 2011). Nemanick and Clark (2002), Chia (2005) and Cole et al (2007) present evidence that résumés with more extracurricular activities receive more invitations to job interviews and job offers.…”

Section: Resultsmentioning

confidence: 99%

Signaling Cooperation

Heinz

Schumacher

2015

SSRN Journal

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Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. Terms of use: Documents in EconStor may Non-Technical SummaryAn increasing share of productive activities take place in teams. Working in teams allows complementary knowledge and skills to be combined, which can result in outcomes a single person would not achieve. However, since individual contributions to the team output are typically not verifiable, effective teamwork may be impeded by free riders. Free-riding also reduces the effectiveness of team incentives. Thus, if employees' cooperation in teams is important for an organization, it may want hire individuals who are not free riders, but instead are willing to contribute to a common good.What can an organization do in order to find such employees? In job interviews and assessment centers, all applicants can cheaply pretend to be team players. Nevertheless, an applicant's vita may provide substance to such claims. For example, if an applicant voluntarily engages in activities that are primarily done to help needy individuals, this could reveal that she is not only interested in her own benefit, but also cares about the well-being of others. This characteristic may make her more likely to contribute to future teamwork, even if the goal of the teamwork project is unrelated to the cause of the volunteering activity. Thus, social engagement may credibly signal an applicant's willingness to cooperate in teams to potential employers. This is the hypothesis that we test in this paper.We conduct two experiments to detect the signaling value of social engagement and other activities, such as volunteering in students or sports associations. In the first experiment (Study 1), we collect student subjects' current résumés and measure their behavior in a linear public goods game (PGG). In the second experiment (Study 2), we ask human resource managers from different firms and industries to predict the behavior of Study 1 subjects in the PGG, based on their résumés. To identify the impact of extracurricular activities on beliefs, we randomly vary the résumés content. To elicit beliefs in an incentive-compatible manner, the managers' payoff increases in the precision of their predictions. The advantage of this experimental design is that it closely links subjects' behavior and others' beliefs about behavior.Around 20 percent of our 347 subjects in Study 1 present some sort of social engagement on their résumés. It is one of the most commonly mentioned types of extracurricular activities. In order to get an objectiv...

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Using Recruiter Assessments of Applicants’ Resume Content to Predict Applicant Mental Ability and Big Five Personality Dimensions

Cited by 66 publications

References 53 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?

Integrating the Expanded Task-technology Fit Theory and the Technology Acceptance Model: A Multi-wave Empirical Analysis

Signaling Cooperation

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