Judge rules against rejected job applicant

2021 ◽  
Vol 22 (5) ◽  
pp. 7-7
Keyword(s):  
Job Applicant

Faking Detection Improved: Adopting a Likert Item Response Process Tree Model

2021 ◽  
pp. 109442812110029
Author(s):  
Tianjun Sun ◽  
Bo Zhang ◽  
Mengyang Cao ◽  
Fritz Drasgow
Keyword(s):  
Item Response ◽  
Personality Assessment ◽  
Personnel Selection ◽  
Process Model ◽  
Tree Model ◽  
High Stakes ◽  
New Approach ◽  
Job Applicant ◽  
Favorable Impression ◽  
Tree Modeling

With the increasing popularity of noncognitive inventories in personnel selection, organizations typically wish to be able to tell when a job applicant purposefully manufactures a favorable impression. Past faking research has primarily focused on how to reduce faking via instrument design, warnings, and statistical corrections for faking. This article took a new approach by examining the effects of faking (experimentally manipulated and contextually driven) on response processes. We modified a recently introduced item response theory tree modeling procedure, the three-process model, to identify faking in two studies. Study 1 examined self-reported vocational interest assessment responses using an induced faking experimental design. Study 2 examined self-reported personality assessment responses when some people were in a high-stakes situation (i.e., selection). Across the two studies, individuals instructed or expected to fake were found to engage in more extreme responding. By identifying the underlying differences between fakers and honest respondents, the new approach improves our understanding of faking. Percentage cutoffs based on extreme responding produced a faker classification precision of 85% on average.

scholarly journals Line managers’ hiring intentions regarding people with mental health problems: a cross-sectional study on workplace stigma

2021 ◽  
pp. oemed-2020-106955
Author(s):  
Kim M E Janssens ◽  
Jaap van Weeghel ◽  
Carolyn Dewa ◽  
Claire Henderson ◽  
Jolanda J. P. Mathijssen ◽  
...  
Keyword(s):  
Mental Health ◽  
Social Inclusion ◽  
Mental Health Problems ◽  
Cross Sectional Study ◽  
Health Problems ◽  
Job Applicants ◽  
Cross Sectional ◽  
Line Managers ◽  
Job Applicant ◽  
Workplace Stigma

ObjectivesStigma may negatively affect line managers’ intention to hire people with mental health problems (MHP). This study aims to evaluate line managers’ knowledge and attitudes concerning job applicants with MHP, and to assess which factors are associated with the intention (not) to hire an applicant with MHP.MethodsA sample of Dutch line managers (N=670) filled out a questionnaire on their knowledge, attitudes and experiences concerning applicants/employees with MHP. Descriptive analyses and multiple regression analyses were used.ResultsThe majority (64%) was reluctant to hire a job applicant with MHP, despite the fact that only 7% had negative and 52% had positive personal experiences with such employees. Thirty per cent were reluctant to hire an applicant if they knew the applicant had past MHP. Associated with higher reluctance to hire an applicant with MHP were the concerns that it will lead to long-term sickness absence (β (95% CI)=0.39 (0.23 to 0.55)), that the employee cannot handle the work (β (95% CI)=0.16 (0.00 to 0.33)) that one cannot count on the employee (β (95% CI)=0.41 (0.23 to 0.58)) and higher manager education level (β (95% CI)=0.25 (0.05 to 0.44)). Conversely, associated with positive hiring intentions was being in favour of diversity and/or inclusive enterprise (β(95% CI)=−0.64 (−0.87 to −0.41)).ConclusionsAs the majority of managers were reluctant to hire applicants with MHP, and even 30% were reluctant to hire applicants who had past MHP, these findings have major implications for social inclusion in the Netherlands, where about 75% of employees would disclose MHP at work.

Parental leave length, social norms, and female labor market re-entry frictions

2018 ◽  
Vol 39 (4) ◽  
pp. 600-620 ◽  
Author(s):  
Vojtech Bartoš ◽  
Barbara Pertold-Gebicka
Keyword(s):  
Labor Market ◽  
Social Norms ◽  
Job Search ◽  
Social Norm ◽  
Parental Leave ◽  
Human Resource Managers ◽  
Content Type ◽  
Job Applicant ◽  
Employment Gaps ◽  
The Difference

Purpose The purpose of this paper is to identify the role of employers in creating employment gaps among women returning to the labor market after parental leaves of different durations. Design/methodology/approach The authors use a controlled correspondence field experiment that orthogonally manipulates parental leave length and the quality of fictitious female job candidates. The experiment is complemented with a survey among human resource managers. Findings High-quality candidates receive more interview invitations when applying after a short parental leave, while low-quality (LQ) candidates receive more interview invitations when applying after a typical three years long parental leave. Survey results suggest that the difference in invitations between short and typical leave treatments is driven by a social norm that mothers should stay home with children younger than three. Productivity gains from employing a LQ job applicant with a shorter career break might not be high enough to outweigh the adverse social norm effect. Social implications The presented results point toward the strong effect of prevailing social norms on job search prospects of women returning to the labor market after parental leave. Originality/value A correspondence experiment has not been used before to study the relationship between time spent on leave and the labor market prospects of mothers. It also extends research on social norms to the domain of hiring decisions.

Hoe bereid zijn werkgevers om ouderen aan te nemen?

2015 ◽  
Vol 31 (3) ◽  
Author(s):  
Didier Fouarge ◽  
Raymond Montizaan
Keyword(s):  
Public Sector ◽  
Older Workers ◽  
Labor Costs ◽  
Job Applicant ◽  
The Public ◽  
Negative Opinion ◽  
Vignette Study ◽  
Younger Workers ◽  
Relative Productivity

How willing are employers to hire older workers? How willing are employers to hire older workers? In this article, we use a vignette study among employers in the public sector to investigate how the role of the job applicant’s age and employers’ views on productivity and the wages of older workers affect the likelihood that older applicants are hired. We find that the likelihood of being hired significantly decreases with the age of the applicant. A job applicant who is 60 years old, has a 41% lower chance of being hired than someone who is 35 years. Employers believe that the productivity of 55to 64-year-olds is lower and labor costs are higher than that of younger workers. However, a negative opinion on the labor costs of older workers has no significant impact on older applicants’ probability of being hired. A negative opinion of the employer on the relative productivity of older workers does substantially lower the probability that an older applicant will be hired.

scholarly journals Teaching Certificates Earned Online and Hiring Practices of High School Principals

2016 ◽  
Vol 2 (1) ◽  
pp. 73 ◽  
Author(s):  
Jonathan Adams
Keyword(s):  
High School ◽  
High School Principals ◽  
School Principals ◽  
Hiring Practices ◽  
Degree Programs ◽  
Residential Setting ◽  
Job Applicant ◽  
Face To Face ◽  
Type Of Institution

<p>A national survey of United States high school principals (n = 2,187) was used to assess the acceptability of job applicant qualifications that included degrees earned either online, partly online, or in a residential teacher-training program. The applicants with coursework taken in a residential setting were overwhelmingly preferred over applicants holding a degree earned partly or wholly online. Analysis indicated that the type of institution, personal experience and perceived benefits of face-to-face interaction play an important role in the formation of the perceived quality of online degree, programs and courses.</p>

Reducing MMPI-2 Defensiveness: The Effect of Specialized Instructions on Retest Validity in a Job Applicant Sample

1997 ◽  
Vol 68 (2) ◽  
pp. 385-401 ◽  
Author(s):  
James N. Butcher ◽  
Russell C. Morfitt ◽  
Steven V. Rouse ◽  
Ronald R. Holden
Keyword(s):  
Job Applicant

Will it be Disclosure or Fabrication of Personal Information?

2010 ◽  
pp. 231-254 ◽  
Author(s):  
Xun Li ◽  
Radhika Santhanam
Keyword(s):  
Personal Information ◽  
Personal Data ◽  
Job Applicants ◽  
Accurate Information ◽  
Hiring Decisions ◽  
Job Applicant ◽  
Privacy Concerns ◽  
Willingness To Disclose ◽  
Information Sensitivity ◽  
Theoretical Foundations

Individuals are increasingly reluctant to disclose personal data and sometimes even intentionally fabricate information to avoid the risk of having it compromised. In this context, organizations face an acute dilemma: they must obtain accurate job applicant information in order to make good hiring decisions, but potential employees may be reluctant to provide accurate information because they fear it could be used for other purposes. Building on theoretical foundations from social cognition and persuasion theory, we propose that, depending on levels of privacy concerns, organizations could use appropriate strategies to persuade job applicants to provide accurate information. We conducted a laboratory experiment to examine the effects of two different persuasion strategies on prospective employees’ willingness to disclose information, measured as their intentions to disclose or falsify information. Our results show support for our suggestion As part of this study, we propose the term information sensitivity to identify the types of personal information that potential employees are most reluctant to disclose.

Don't Let Kellys Go to Hell

2021 ◽  
pp. 284-308
Author(s):  
Manuel Lozano Rodriguez
Keyword(s):  
Human Rights ◽  
Social Movement ◽  
Gender Gap ◽  
Developed Countries ◽  
Lessons Learned ◽  
Job Applicant ◽  
Digital Plane ◽  
Global Events

This chapter aims to make the most of the lessons learned due to the Spanish cleaning ladies' crisis in order to bring useful recommendations abroad. Spain has been the cradle of Las Kellys, a cleaning women union turned into a social movement that has disclosed the outsourcing-driven precariousness that preys on thousands of women. This chapter uses those maids' struggle for dignity at work to expose how oppression hides even in very highly developed countries. Oppression may crouch behind a gender gap or sit in a manager's desk when a job applicant is discriminated against by her nationality or gender. And, of course, oppression may appear in the digital plane as it engulfs labor dignity everywhere. Apropos of global events, this chapter will focus on how the COVID-19 pandemic has hit the maids' lives and on their brave stand against rising discrimination, aggravated vulnerability, and belittled human rights. Finally, this chapter gathers the opinions of two vet Kellys about their situation in order to better illustrate its content.

Job Applicant Screening by a Japanese Transplant: A Union-Avoidance Tactic

ILR Review ◽  
1995 ◽  
Vol 49 (1) ◽  
pp. 88-104 ◽  
Author(s):  
Gregory M. Saltzman
Keyword(s):  
Outcome Data ◽  
Job Applicants ◽  
Job Applicant ◽  
Applicant Screening ◽  
Weak Evidence ◽  
Job Offers ◽  
Union Representation ◽  
Auto Parts ◽  
Union Avoidance

The author examines efforts by managers of a Japanese-owned auto parts plant to avoid hiring union sympathizers in 1993–94. Data from confidential questionnaires in which job applicants stated whether they would vote for union representation in their current or most recent job were matched with outcome data provided by management. Pro-union applicants were much more likely than other applicants to withdraw their applications or quit shortly after being hired. The author finds only weak evidence, however, that management overtly favored antiunion job applicants in making job offers.

Sign in / Sign up

Export Citation Format

Share Document