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The best keywords for resumes, letters, and interviews : powerful words and phrases for landing great jobs!
Language is extremely important throughout your job search. The specific words and phrases you use as you write your resumes and letters, as well as communicate during job interviews, can make the critical difference between being hired or rejected for the job.
Book
Shake and Fake
We investigated whether anxiety about self-presentation concerns during interviews (i.e., interview anxiety) is associated with applicants’ use of deceptive impression management (IM) tactics. We examined the relationship between interview anxiety and deceptive IM, and we examined whether the personality traits of honesty-humility and extraversion would be indirectly related to deceptive IM through interview anxiety. Participants (N = 202) were recruited after an interview for a research assistant position. Interview anxiety scores were positively related to deceptive IM. Furthermore, there was evidence of a negative indirect effect of honesty-humility on deceptive IM, via overall interview anxiety. Also, extraversion was indirectly associated with deceptive IM through interview anxiety. Results suggest that deceptive IM can be used as a protective mechanism to maintain self-esteem or to avoid the loss of rewards. This paper is the first to examine the role of interview anxiety in interview faking.
Journal Article
Becoming a mathematician : an international perspective
Based on interviews, observations and surveys conducted in Australia, South Africa, Northern Ireland, Canada and Brunei, this book investigates the experiences and views of students and graduates in the process of seeking their identities as mathematicians.
Book
Meta-Analysis of the Relation Between Interview Anxiety and Interview Performance
We conducted a meta-analysis to estimate the effect of self-reported interview anxiety on job candidates' interview performance. Correspondingly, we examined the extent to which this relation was moderated by anxiety measurement approaches, type of interview (mock vs. real), timing of the anxiety measurement (before vs. after the interview), age, and gender. The overall meta-analytic correlation of −.19 was moderated by measurement approach and type of interview. Additionally, we evaluated the contributing studies with respect to power/sample size and provide sample size guidance for future research. The overall negative relation of −.19 (a medium effect size in this research area) indicates that anxiety may have a meaningful impact on hiring decisions in competitive situations through a decrease in interview performance.
Nous avons réalisé une méta-analyse pour estimer l'effet de l'anxiété autodéclarée face aux entretiens d'embauche sur la performance de candidats lors d'entretiens d'embauche. Nous avons examiné l'ampleur avec laquelle cette relation était modérée par les approches de mesure de l'anxiété, le type d'entretien (fictif versus réel), le moment de la mesure de l'anxiété (avant ou après l'entretien), l'âge et le sexe. La corrélation méta-analytique globale de -0,19 a été modérée par l'approche de mesure et le type d'entretien. Nous avons aussi évalué les études à l'appui de la puissance/taille de l'échantillon et proposons des tailles d'échantillons pour les recherches à venir. La relation négative globale de -0,19 (un effet de taille moyenne dans ce domaine de recherche) indique que l'anxiété peut avoir un impact significatif sur les décisions d'embauche dans les situations de concurrence, comme le démontre la baisse de performance lors de l'entretien d'embauche.
Public Significance Statement
Many people experience anxiety before and during employment interviews. We systematically reviewed the literature on the relationship between anxiety and employment interview performance, to determine if anxiety affects people's performance in employment interviews. We found that anxiety has a moderate, negative effect on performance in employment interviews.
Journal Article
Interviewers' perceptions of impression management in employment interviews
Purpose
– Applicants often use impression management (IM) in employment interviews, and such tactics can considerably influence interviewers' evaluations of their performance. Yet, little research has examined interviewers' perceptions of such behaviors. This paper aims to examine if interviewers' perceptions of various IM behaviors converge with applicants' self-reports and the impact of interviewers' IM perceptions on interview outcomes.
Design/methodology/approach
– Findings are based on data from a field study of 164 real employment interviews, conducted in recruiting agencies in Switzerland.
Findings
– Interviewers' perceptions do not converge with self-reported applicant IM. Interviewers' perceptions of self-promotion and perceived applicant transparency are positively related to interview evaluations, while perceptions of slight image creation tactics are negatively related to interview evaluations. Perceptions of deceptive ingratiation, image protection, and extensive image creation were not related to evaluations.
Practical implications
– It may not be that easy for interviewers to identify when applicants use IM, partly because they may be prone to overconfidence in their judgments and may (wrongly) believe they can “see through the applicant”. Also, what may actually matter in interviews is not the impression applicants think they are making, but interviewers' perceptions of applicant IM.
Originality/value
– This study investigates interviewers' perceptions in addition to applicants' self-reports of five types of IM in real employment interviews, and how such perceptions are related to interview outcome.
Journal Article
A comparative assessment of videoconference and face-to-face employment interviews
Purpose
– Based on theories of media richness and procedural justice, the authors aim to examine the influence of videoconferencing (VC) technology on applicant reactions and interviewer judgments in the employment interview, the most commonly used employee selection device.
Design/methodology/approach
– MBA students participated in simulated VC and face-to-face (FTF) interviews. Applicant perceptions of procedural justice and interviewer characteristics were collected. Interviewers provided ratings of affect toward the applicant, perceived applicant competence, overall interview performance, as well as an overall hiring recommendation.
Findings
– Applicants perceived VC interviews as offering less of a chance to perform and as yielding less selection information. They also viewed VC interviews as less job-related than FTF interviews and had significantly less favorable evaluations of their interviewer (on personableness, trustworthiness, competence, and physical appearance) in VC interviews. Finally, applicants in VC interviews received lower ratings of affect (likeability) and lower interview scores, and were less likely to be recommended for the position.
Research limitations/implications
– The authors' findings suggest that VC technology can adversely affect both applicant reactions and interviewer judgments. They propose several precautionary steps to help minimize the risks associated with conducting VC interviews.
Originality/value
– The authors extend prior research concerning the use of VC interviews by directly assessing applicant perceptions of both procedural justice and of interviewer characteristics associated with the probability that job offers will be accepted. They also add to the literature in showing that VC interviews tend to result in less favorable evaluations of applicants than FTF interviews.
Journal Article
From first impressions to selection decisions
PurposeThe purpose of this paper is to investigate how individual interviewers’ dispositional cognitive motivations may influence interview interactions and outcomes. More specifically, this study explores the influence of the need for cognition, need for cognitive closure, and accountability on the relationship between first impressions and selection decisions.Design/methodology/approachIn total, 41 graduate students were assigned the role of interviewers and were tasked to interview 331 undergraduate students at a large Midwestern university. The selection interview was designed to recruit qualified undergraduate students to the MBA program of the university.FindingsFirst impressions significantly influenced selection decisions, but did not influence interviewers’ behaviors. Moreover, multilevel analyses reveal that interviewers’ need for cognition and accountability moderate the relationship between first impression and selection decisions, albeit in different direction. Need for cognition strengthens, whereas accountability weakens the relationship between first impression and selection decision.Research limitations/implicationsA potential interviewer bias is apparent, where interviewers high on need for cognition tend to weight first impressions more in the decision process. However, this bias was not directly observable, since interviewers’ behaviors during the interview were not affected by first impressions.Originality/valueThe present study goes beyond previous research on first impressions in the employment interview, finding that dispositional differences account for the tendency to weigh first impressions in the selection decision.
Journal Article
Virtual Interview Training Among BIPOC Autistic Transition-Age Youth: A Secondary Analysis of an Initial Effectiveness RCT
Black, Indigenous, and Persons of Color (BIPOC) autistic transition-aged youth (TAY) report lower rates of competitive employment compared to White autistic TAY and even greater deficits with social skills associated with positive job interviewing. A virtual job interviewing program was adapted to support and improve the job interviewing skills of autistic TAY. The current study evaluates the effectiveness of an efficacious virtual interview training program on the job interview skills, interview anxiety, and likeliness to be hired, for a subsample of 32 BIPOC autistic TAY, ages 17–26 years old from a previous randomized control trial of the program. Bivariate analyses were used to evaluate between-group differences at pre-test related to background characteristics, and whether Virtual Interview Training for Transition-Age Youth (VIT-TAY) was associated with changes between pre-test and post-test measures of job interview skills. Additionally, a Firth logistic regression was conducted to examine the relationship between VIT-TAY and competitive integrative employment at 6 months, covarying for fluid cognition, having ever had a job interview, and baseline employment status. Participants receiving pre-employment services (Pre-ETS) and virtual interview training had better job interview skills (F = 12.7,
ρ
< .01;
η
ρ
2
= .32), lower job interview anxiety (F = .3.96,
ρ
< .05;
η
ρ
2
= .12), and a higher likeliness of receiving employment (F = 4.34,
ρ
< .05;
η
ρ
2
= .13 at the 6-month follow up compared to participants that only had Pre-ETS. Findings from this study suggest that virtual interview training for TAY is effective for BIPOC autistic TAY in improving their interview skills to gain competitive employment and lower their job interview anxiety.
Journal Article
KILLER INTERVIEW QUESTIONS AND HOW TO ACE THEM
According to hirers who responded to the survey, these can be great starter questions to allow candidates to settle into the interview before facing something more challenging. Glenn Geher, a psychology researcher at the State University of New York at New Paltz, says that if a candidate hesitates when asked to talk about other people's work, they might be driven mainly by external rewards, seeing research as \"almost a chore needed to achieve certain outcomes like a degree or tenure\". Several hirers reported that they prefer candidates who express a long-term interest in their research area.
Journal Article
SHOW PASSION, STAY HUMBLE: A JOBSEEKER'S GUIDE
Foster's priorities echo those expressed by some 1,100 laboratory leaders and heads of research groups, in both academia and industry, who were surveyed by Nature to discover trends in science recruitment. Asked to list the factors that would help them choose between two equally qualified candidates, hirers more often cited passion and enthusiasm or motivation than they did recommendations, candidate diversity or previous work experience (see 'These factors tip the scales in close hiring decisions'). According to the survey, a lack of knowledge about the prospective employer's research is the most common mistake applicants make (42% of hirers selected this as a 'key mistake'), with giving generic answers in interviews a close second (37%). Greene says that such preparation can be not only a recipe for success, as documented by the survey responses, but also a more comfortable path for most early-career job applicants \"than the feeling that you have to turn it up to 11\".
Journal Article