The Relation of Candidate Personality With Selection-Interview Outcomes

By Kevin Cook, Carol A. Vance, Paul E. Spector. 2000

108 citations recorded by the source corpus.

Two studies examined the relation of personality on the interview process. Study 1 was designed to examine these behaviors and characteristics in a lab sctting. while Study 2 examined similar variables in a field setting. Study 1 demonstrated that Type A achievemetit strivings, extraversion, work locus of control. neuroticism. and trait anxiety were related to interview outcomes in simulated employment interviews. Study 2 examined the relation of personality characteristics to outcomes of actual interviews conducted by college recruiters. Type A achievement striving, work locus of control. and trait anxiety were found to be related to interviewer decision outcomes.

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

View Paper: https://www.semanticscholar.org/paper/c44f772b7096c9e0e3f8612b82816a4316be6a43

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In Clinical Psychology

In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

Measuring job interview anxiety: Beyond weak knees and sweaty palms. (2004, background): “21) and the number of job offers that candidates received (r = −.11; Cook et al., 2000).”
Organizational constraints: a meta-analysis of a major stressor (2016, background): “For example, Cook et al. (2000) found that both locus of control and NA (trait anxiety) related to interview performance and outcomes, suggesting that personality can affect an individual’s marketability for better jobs.”
Replicating and Extending Past Personality/Job Satisfaction Meta-Analyses (2009, methodology): “Cook et al. (2000) regarding the impact of personality on the interview process showed that internals performed better and were more successful.”
Personality development: stability and change. (2005, background): “In adulthood, job applicants who are more extraverted, conscientious, and less neurotic are liked better by interviewers and are more often recommended for the job (Cook et al. 2000).”
Verbal and Nonverbal Impression Management Tactics in Behavior Description and Situational Interviews (2006, unknown): “Previous research has found relationships with applicant behavior (Fletcher, 1990) and with interview outcomes (Cook et al., 2000).”
Locus of control, attributions and impression management in the selection interview (2002, unknown): “In a recent study by Cook, Vance and Spector (2000) involving simulated employment interviews with undergraduate students, candidates‟ LoC was found to correlate significantly with ratings of interview performance.”
Public sector motivation ad fonts : Personality traits as antecedents of the motivation to serve the public interest (2017, background): “Similarly, Extraversion has been found to be a strong predictor of an important jobrelated activity that requires good interpersonal skills: job interviews (Cook et al., 2000).”