You are not currently logged in.
Access JSTOR through your library or other institution:
Influences of Traits and Assessment Methods on Human Resource Practitioners' Evaluations of Job Applicants
David J. Topor, Stephen M. Colarelli and Kyunghee Han
Journal of Business and Psychology
Vol. 21, No. 3 (Mar., 2007), pp. 361-376
Published by: Springer
Stable URL: http://www.jstor.org/stable/30221743
Page Count: 16
You can always find the topics here!Topics: Personality traits, Conscientiousness, Hiring, Employment interviews, Cognitive psychology, Psychological assessment, Agreeableness, Personality psychology, Social psychology, Personnel evaluation
Were these topics helpful?See something inaccurate? Let us know!
Select the topics that are inaccurate.
Preview not available
We examined human resource (HR) practitioners' subjective evaluations of job applicants as a function of specific traits and the assessment methods used to measure those traits. HR practitioners (N = 277) rated the hirability of a hypothetical job applicant who was described according to one trait (intelligence, conscientiousness, or agreeableness) assessed by one method (interview, paper-and-pencil test, or assessment center). We found main effects for trait and method as well as an interaction. HR practitioners gave highest hirability ratings to job applicants described as conscientious and to those assessed by an interview. Job applicants evaluated on conscientiousness assessed by an interview were rated more highly than all other combinations of trait and method.
Journal of Business and Psychology © 2007 Springer