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At least 19 recordsLinked to original sources
PubMed1989

The effect of applicant age, job level, and accountability on perceptions of female job applicants.

We used simulated videotaped employment interviews to assess the effect of accountability on impressions of female job applicants. One hundred and twenty American undergraduates majoring in business and personnel related areas were informed that they would be participating in the pilot testing of a new employee placement technique. The age of the job applicant (25, 40, or 55 years), the position for which they were being considered (assistant director or director), and the degree to which subjects were made to feel accountable for their impressions of the applicant (low or high accountability) were manipulated, resulting in a 3 x 2 x 2 between-subjects design. The predicted interaction between accountability and applicant age applicant age was found on age-related adjective checklist items. Increasing the subjects' accountability produced more stereotypical impressions of all applicants, along with a tendency to attribute the applicant's behavior to dispositional factors.

Adult↗
PubMed2001

Readministration of the MMPI-2 following defensive invalidation in a military job applicant sample.

Job applicants whose response style on the Minnesota Multiphasic Personality Inventory-2 (MMPI-2; Butcher, Dahlstrom, Graham, Tellegen, & Kaemmer) is excessively defensive create a dilemma for psychologists working in personnel selection settings. Clinical guidelines recommend the profile be considered uninterpretable, but the absence of usable testing data could lead to the elimination of otherwise qualified candidates. Readministering the MMPI-2 with altered instructions to reduce defensive responding has been suggested as an alternative. This option has lacked empirical support until recently. One study (Butcher, Morfitt, Rouse, & Holden, 1997) evaluated the effects of altered instructions on retest validity in a civilian job applicant sample, with the majority of participants obtaining valid and normal profiles on retest. The purpose of this study was to determine if these results would be replicated in a military job applicant sample. Participants were 97 military personnel who completed the MMPI-2 as part of application for selection to instructor duty. Forty-seven participants had obtained invalid profiles and retook the MMPI-2 after receiving instructions intended to reduce defensiveness. The results showed that 83% of retested participants obtained valid profiles on the second MMPI-2. The second test results were very similar in profile to those obtained from a comparison group of 50 participants whose initial MMPI-2 results were valid. The findings are discussed in terms of study limitations and future research directions.

Adolescent↗
PubMedDate not supplied

Verifying a job applicant's factual credentials.

Nearly one-third of all job applicants may make unjustified claims, exaggerate, omit important information, or lie in their resumes, employment applications, or interviews. Checking credentials before you hire is the best way to protect your staff and patients and to save time, money, and effort. In this article, the author identifies the most common job application lies and pinpoints the three most common resume/application red flags. In addition, the article suggests specific information that the applicant should supply in the application to help the employer get to the truth. It offers practical advice for verifying academic credentials, employment history, and awards and honors. Finally, this article provides useful suggestions for avoiding discrimination suits in hiring practices and techniques for coping with employees who have lied to you.

Credentialing↗
PubMedDate not supplied

Creating job descriptions and a job applicant wish list.

How can you recognize the best job applicant for an open position in your practice when he or she shows up at your door? The up-to-date, comprehensive job description will be your best guide. In this article, the author suggests what information should be included in job descriptions, who should write job descriptions for your practice, and when and how to determine appropriate salary and benefits for each job description. In addition, this article offers an important disclaimer for job descriptions that will protect you legally and that every employee in your practice should sign.

Employee Performance Appraisal↗
PubMed2003

An audit of job application forms in response to adverts in the British Medical Journal.

OBJECTIVE: The aim of this study was to examine the speed of response of human resources departments to requests for job application forms for posts advertised in the British Medical Journal (BMJ). Of particular interest was the closing date for applications, postage cost, and the period to reply. DESIGN: Twenty posts were randomly selected and application forms requested by telephone and then 20 by letter on two separate dates from the BMJ Classified (issues of 21 July 2001 and 28 July 2001). During the first week the forms were requested by telephone on receipt of the BMJ (Friday afternoon). During the second week the forms were requested by first class post. All letters were sent out on Saturday morning. OUTCOME MEASURES: The date of receipt of the application form/information pack, the cost of postage, and the closing date for application were recorded for each position. RESULTS: Fifteen forms were received after the telephone application and 18 forms after the letter applications. One trust sent two replies spaced one week apart for the same job and two replies contained job application forms for the wrong job. The response rates to telephone requests varied from four to 10 days and by letter from three to 12 days. The minimum time between the reply being received and the closing date was one day, and the maximum 21 days. The time between the closing date for applications and the start date of the job varied from minus one week (closing date before advertisement) to three months. Thirteen replies gave no indication of the start date of the job. The cost of postage varied from 27p to pound 1.90. Thirty one trusts used first class postage. CONCLUSION: There is very limited scope to return job application forms on time, and significant delays in sending out application forms and information packs compound this problem. It is recommended that trust human resources departments place advertisements early and respond promptly to requests for application forms.

Advertising↗
PubMed1997

Reducing MMPI-2 defensiveness: the effect of specialized instructions on retest validity in a job applicant sample.

The MMPI-2 is often used for screening job applicants when public safety or security are at risk. Inherent in such applications is concern for profile validity and test defensiveness. In this study, we examine the impact of revised instructions on profile validity for a group of job applicants who initially produced invalid profiles. Participants were 271 male applicants for airline pilot positions. Of these, 72 produced invalid defensive MMPI-2 profiles during preemployment screening. The MMPI-2 was readministered to these applicants with instructions informing them of validity scales and instructing them to respond in a more open, honest manner. Comparisons were made between valid and invalid profiles for initial administrations and between valid and invalid profiles at readministration. Some clinical scales were more elevated for valid, nondefensive profiles. Most content scales showed more elevation for valid profiles, and 12% of the applicants who were retested produced significant elevations (T>or=65) on the content scales. Profiles were similar to those produced by employed pilots of a previous study.

Journal Article↗
PubMed1978

Evaluation of job applicants: the effects of age versus success.

177 participants evaluated female job applicants on the basis of a transcript of a job interview. One-half of the participants were told that the applicant was 63, one-half that the applicant was 24. Success or failure in obtaining the job was also manipulated. In addition, participants' scores on an attitude scale were compared to their assessment of the job applicants. There were no clear differences in evaluation of young and old applicants. Scores on the attitude scale were also unrelated to these evaluations. However, female participants rated the older applicants more positively than did males. In addition, knowledge of the outcome of the interview affected ratings. Regardless of age, people who were hired were rated more positively than those who were not. These results are disucssed in terms of implications for future studies of attitudes toward the elderly.

Adult↗
PubMed1994

The effects of learning strategy instruction on the completion of job applications by students with learning disabilities.

The purpose of this study was to assess the effects of learning strategy instruction on the completion of job applications by students identified as learning disabled. Thirty-three students (average age 15 years 6 months) were randomly assigned by grade and gender to one of two experimental conditions: learning strategy instruction or traditional instruction. The result was 16 students (10 boys and 6 girls) being placed under the learning strategy instruction condition and 17 students (10 boys and 7 girls) being placed under the traditional instruction condition. Results indicated that in addition to statistically significant lower numbers of information omissions and information location errors, holistic ratings of the overall neatness of the job applications were significantly higher for those students under the learning strategy instruction condition. In addition to these positive changes in the performance measures, social validity data suggest that students under the learning strategy condition would be more likely to receive an invitation for a job interview. The findings and future research needs are discussed.

Adolescent↗
PubMedDate not supplied

Gathering useful opinions about the job applicant.

Getting people to talk to you about former employees' job performance can be like pulling teeth. It seems that everyone these days is afraid of saying the wrong thing and having even innocent remarks come back to haunt them. Most people say nothing. However, you can increase your chances of getting useful employment references by following a few basic guidelines. This article describes the most effective methods for conducting reference checks. It suggests who is most likely to talk with you about a former employee and how to make you approach. It provides specific questions to ask and to avoid when seeking opinions about the job applicant. This article also offers simple and easy-to-implement techniques for using reference checking to build goodwill and referrals for your practice.

Data Collection↗
PubMed1994

Impact of height on assessments of Finnish female job applicants' managerial abilities.

The impact of height on assessments of female job applicants' managerial abilities was examined in a study in which 44 subjects assessed 78 subordinates in natural settings. On global evaluations, tall women were regarded, as expected, as better managers than shorter women. On trait-type assessments, only one difference was found between the ratings of tall and short applicants.

Adult↗
PubMed1990

An experimental test of the impact of drug-testing programs on potential job applicants' attitudes and intentions.

The effect of the presence of a drug-testing program and perceived need for the program (operationalized through accident rates, absenteeism, and theft) on potential job applicants' attitudes toward a company and intention to apply to that company was tested. Descriptions of a potential employer containing manipulations of drug-testing program (present or absent) and need for testing (high or low) were read by 163 undergraduate Ss. Participants had more positive attitudes and intentions toward companies that did not have drug-testing programs and toward companies that did not need a testing program. An interactive effect between drug testing and subjective norms on attitudes toward a company was also significant. These results suggest that organizations should consider the effect of drug-testing programs on potential job applicants and that further research about potential applicants' responses is needed.

Adult↗
PubMed1999

The duty of care of the occupational physician in assessing job applicants.

Where an occupational physician carries out a medical assessment of a job applicant, he or she owes a duty to the employer but not to the applicant, unless actual physical harm is caused. If the applicant is unsuccessful as a result of an assessment which is alleged to be negligent, he or she cannot sue the physician. This is essentially because (i) the relationship between the physician and the applicant is insufficiently close, and (ii) the physician might be faced with a conflict of interest since differing duties might be owed to the employer and to the applicant.

Attitude of Health Personnel↗
PubMedDate not supplied

Performance on tests of power and speed as related to age among male job applicants.

A number of ability tests were administered to 187 male job applicants ranging in age from twenty to fifty-three years. When test-performance was compared across age groups, no significant differences were found on tests of mental ability, numerical ability, reading speed and comprehension, and mechanical comprehension. On one of two verbal comprehension tests, scores increased significantly as a function of age. Moreover, the older individuals were not penalized in any way by tests which emphasized speed as opposed to power. The findings were discussed in connection with the generally negative stereotype of the aging worker.

Adult↗
PubMed1980

Attitudes toward the older job applicant: just as competent, but more likely to fail.

Undergraduate and mid-life participants evaluated a male or female job applicant on the basis of a transcript of a job interview, answering both attitudinal and attributional questions. One-half of the participants were told that the applicant was 65 years old, one-half that the person was 25 years old. Competence of the applicant and his or her success in obtaining the job were also manipulated. Age and sex of the applicant had very little impact on attitudinal items in both the young and mid-life samples. Regardless of the target's age and sex, competent and hired applicants were rated significantly more positively on all questions than their not-hired or less competent counterparts. However, there was a significant age by hiring interaction on the attribution items. Stable factors (particularly demographic characteristics) were used more often to explain the failures of the old than the failures of the young. Implications of these results for employment prospects of the elderly as well as future attitude research are discussed.

Adult↗
PubMedDate not supplied

[Morbidity among job applicants in the Metropolitan Region of Salvador, Bahia, Brazil].

This cross-sectional study evaluates the pre-employment health status of job applicants, based on prevalence estimates of abnormal laboratory test results, clinical diagnosis, and a physician-signed fit-for-work assessment, which is mandatory in Brazil. The study population was a random sample of 1,237 male workers selected from medical records (1988-1996) from an Occupational Medical Center located in Salvador, the capital of Bahia State, Brazil. The data were from a single pre-employment medical assessment for each individual. The most common diseases were intestinal parasites (51.7%), anemia (12.8%), and hypertension (12.7%). Drivers showed a high prevalence of overweight (38.2%) and hypertension (16.2%). In addition to work-related risks and diseases, occupational hygiene and safety programs need to address prevailing illnesses and risk factors, which in this population are typical of poor living conditions. Special attention should to be given to drivers, who are at increased risk of cardiovascular disease.

Adolescent↗
PubMedDate not supplied

Preliminary screening of job applicants in five steps.

If you receive a gargantuan response to your next help-wanted ad, take heart. Having too many job applicants need not be a problem if you take a little time to do some preliminary screening. In this article, the author suggests a five-step screening technique that will help you identify the best applicants from a large pool. Specifically, the article explains how to eliminate unsuitable candidates and offers practical guidelines for ranking qualified applicants. It also offers advice about verifying job eligibility and using skill tests in the application process. Finally, the author offers seven specific characteristics to look for when conducting brief telephone screening interviews with job candidates, as well as additional tips for making your screening process most effective.

Humans↗