ACCURACY OF INTERVIEWER JUDGMENTS OF JOB APPLICANT PERSONALITY TRAITS

By Murray R. Barrick, Gregory K. Patton, Shanna N. Haugland. 2000

138 citations recorded by the source corpus.

Subfields: Clinical Psychology, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/b94a7c8bfaf71b58a9af9dbf97932e89f3492218

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In Clinical Psychology

In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

Exploring Boundaries of the Effects of Applicant Impression Management Tactics in Job Interviews (2005, methodology): “, ask the exact same questions and in the same order for all applicants) that have been widely seen as building blocks for the interview structure construct (Barrick et al., 2000; Campion et al., 1997). Future research should include additional components (e.g., note taking; see Burnett et al., 1998”
The Structured Employment Interview: Narrative and Quantitative Review of the Research Literature (2014, background): “Yet, Barrick et al. (2010) found that initial impressions from rapport building were related to mock-interview ratings and actual job offers.”
A Model of Faking Likelihood in the Employment Interview. (2006, background): “Also, Barrick, Patton, and Haugland (2000) found that job applicants were able to manage their self-presentations on conscientiousness and emotional stability personality traits during an interview.”
Personnel selection. (2008, methodology): “For instance, in the personality domain, it has been argued that the validity of scales that were originally developed to measure the Five-Factor Model of personality will be higher than scales categorized in this framework post hoc.”
Recruiters’ Inferences of Applicant Personality Based on Resume Screening: Do Paper People have a Personality? (2009, methodology): “In the Barrick et al (2000) study, for example, only extraversion and agreeableness’ self-stranger correlations (r = .17 and r = .18, respectively) even approached statistical significance, and they therefore concluded strangers’ ratings were not convergent with applicants’ self-ratings.”
Future employment selection methods: evaluating social networking web sites (2009, background): “It is well established that people can assess the personality of others, even after relatively short exposure, but that the accuracy of these assessments depends on the information available to the observer ( Barrick et al. , 2000”