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Deceptive impression management (IM) describes the intentional distortion of information to employment interview questions. In the present research, we conducted a meta-analysis examining the magnitude of the relation between applicants' use of deceptive IM and interview ratings. This research sought to address the mixed findings in the literature regarding the link between deceptive IM and interview ratings, as well as the limitation of how past meta-analyses were not able to distinguish between deceptive and honest tactics. Our results suggested that on average, deceptive IM was effectively unrelated to interview ratings. Moreover, we examined various moderators of this meta-analytic relation. Results indicated that the meta-analytic relation did not differ substantially based on the type of deceptive IM tactic examined, interview fidelity, student status, or participant gender. However, mean participant age was associated with the magnitude of and variability in study correlations. Lastly, results suggested that there are likely other unexamined moderators that may influence the deceptive IM-interview ratings relation. The present research ultimately contributes to our understanding of how deceptive IM is associated with interview ratings and how this relation may differ based on different research design and sample characteristics. Public Significance Statement Many job applicants intentionally misrepresent themselves-also known as the use of deceptive impression management tactics-with the aim of improving their likelihood of success in employment interviews. We conducted a systematic review of existing studies and found that on average, deceptive impression management was unrelated to interview ratings. However, there are likely some applicants who are skilled at misrepresenting themselves, whereas others are not; employers may still end up hiring applicants who successfully used deception in order to secure a job offer. La conduite stratégique des relations (CSR) à des fins trompeuses décrit la distorsion intentionnelle d'information en réponse à des questions durant une entrevue d'emploi. Dans la présente recherche, nous avons effectué une méta-analyse pour examiner l'ampleur de la relation entre l'usage de la CSR à des fins trompeuses par les postulants et l'évaluation des entrevues. Cette recherche faisait suite aux résultats mitigés dans la littérature au sujet du lien entre la CSR à des fins trompeuses et l'évaluation des entrevues, ainsi qu'aux limites des méta-analyses antérieures qui n'ont pu faire la distinction entre des tactiques trompeuses et des tactiques honnêtes. Nos résultats suggèrent qu'en moyenne, la CSR à des fins trompeuses était de fait non reliée à l'évaluation des entrevues. De plus, nous avons examiné divers modérateurs de cette relation méta-analytique. Les résultats ont indiqué que la relation méta-analytique ne différait pas substantiellement selon le type de tactique trompeuse de CSR examinée, la fidélité à l'entrevue, le statut de l'étudiant ou le genre du participant. Toutefois, l'âge moyen des participants était associé à l'ampleur et à la variabilité dans les corrélations de l'étude. Finalement, les résultats suggèrent qu'il existe probablement d'autres modérateurs non examinés qui pourraient influer sur la relation entre la CSR à des fins trompeuses et l'évaluation des entrevues. La présente recherche contribue à notre compréhension de la relation entre la CSR à des fins trompeuses et l'évaluation des entrevues, et éclaire en quoi cette relation peut varier selon la conception des recherches et les caractéristiques des échantillons.

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.

Purpose The purpose of this paper is to explain why entry-level job applicants intend to leave their home country to work abroad by adopting the framework of country embeddedness (i.e. career and community embeddedness). Design/methodology/approach Hypotheses are tested using survey data of a sample of prospective healthcare entry-level job applicants (i.e. last year medical students) using hierarchical regression analyses and bootstrapping procedures. Findings Results show that, first, home country career and community embeddedness are negatively associated with self-initiated expatriation intention (SIE-intention). Second, developmental feedback reduces SIE-intention. This relationship is at least partly due to increased home country career embeddedness. Third, national identity reduces SIE-intention. The relationship is at least partly due to increased home country community embeddedness. Originality/value This paper advances the understanding of SIE by focusing on home country factors associated with the decision to work abroad, whereas the majority of current research mainly considers host country variables.

PurposeBased on the multiple domain perspective and self-identity theory, this study aims to investigate the effect of job applicants' volunteer experience on their attraction to organizations that engage in corporate social responsibility (CSR). Moreover, it examines the mediating effect of the CSR work role definition in this relationship and proposes a moderated mediation model of how the effect of volunteer experience on organizational attractiveness through the CSR work role definition differs according to other- and self-oriented motives.Design/methodology/approachHypotheses were tested with a moderated mediation model using a scenario-based questionnaire with a sample of 146 undergraduate students in South Korea.FindingsJob applicants' volunteer experience was positively related to attraction to socially responsible organizations, and the CSR work role definition mediated this relationship. The conditional indirect effect of job applicants' volunteer experience on their attraction to socially responsible organizations through the CSR work role definition was significant only for job applicants with lower other- and self-oriented motives.Practical implicationsThe study findings suggest that organizations performing CSR should examine whether job applicants have experience with volunteering activities and the motives behind their participation in such activities.Originality/valueThis study contributes to a comprehensive understanding of how job applicants are attracted to organizations that perform CSR and when such attraction is significant by considering their perception of the CSR work role definition and motives for volunteering activities.

In the lack of fit model and role congruity theory it is suggested that mismatch between female candidates and agentic, male-typed jobs is responsible for discrimination when women apply for leadership positions. In 2 studies we examined the effects of job-applicant mismatch and evaluator sexism on candidate evaluations. In Study 1 (participant evaluators N = 306), mismatch between a female applicant and an agentic job was beneficial for hireability and competence when the evaluator was male and scored low in sexism. However, we were surprised by the result that female evaluators who scored high in sexism rated female applicants for communal jobs lower on competence, likeability, and hireability than did female evaluators who scored low in sexism. In Study 2 (participant evaluators N = 619), evaluator sexism was related to hireability through competence but not through likeability. Further research should be conducted to explore why sexist women devalue a female candidate who is applying for a communal position.

Using interviews, a laboratory experiment, and a résumé audit study, we examine racial minorities' attempts to avoid anticipated discrimination in labor markets by concealing or downplaying racial cues in job applications, a practice known as \"résumé whitening.\" Interviews with racial minority university students reveal that while some minority job seekers reject this practice, others view it as essential and use a variety of whitening techniques. Building on the qualitative findings, we conduct a lab study to examine how racial minority job seekers change their résumés in response to different job postings. Results show that when targeting an employer that presents itself as valuing diversity, minority job applicants engage in relatively little résumé whitening and thus submit more racially transparent résumés. Yet our audit study of how employers respond to whitened and unwhitened résumés shows that organizational diversity statements are not actually associated with reduced discrimination against unwhitened résumés. Taken together, these findings suggest a paradox: minorities may be particularly likely to experience disadvantage when they apply to ostensibly pro-diversity employers. These findings illuminate the role of racial concealment and transparency in modern labor markets and point to an important interplay between the self-presentation of employers and the self-presentation of job seekers in shaping economic inequality.

Racial disparities persist throughout the employment process, with African Americans experiencing significant barriers compared to whites. This article advances the understanding of racial labor market stratification by bringing new theoretical insights and original data to bear on the ways social networks shape racial disparities in employment opportunities. We develop and articulate two pathways through which networks may perpetuate racial inequality in the labor market: network access and network returns. In the first case, African American job seekers may receive fewer job leads through their social networks than white job seekers, limiting their access to employment opportunities. In the second case, black and white job seekers may utilize their social networks at similar rates, but their networks may differ in effectiveness. Our data, with detailed information about both job applications and job offers, provide the unique ability to adjudicate between these processes. We find evidence that black and white job seekers utilize their networks at similar rates, but network-based methods are less likely to lead to job offers for African Americans. We then theoretically develop and empirically test two mechanisms that may explain these differential returns: network placement and network mobilization. We conclude by discussing the implications of these findings for scholarship on racial stratification and social networks in the job search process.

We use novel data from a leading online job search platform to examine the impact of corporate distress on firms' ability to attract job applicants. Survey responses suggest that job seekers accurately perceive firms' financial condition, as measured by companies' credit default swap prices and accounting data. Analyzing responses to job postings by major financial firms during the Great Recession, we find that an increase in an employer's distress results in fewer and lower quality applicants. These effects are particularly evident when the social safety net provides workers with weak protection against unemployment and for positions requiring a college education.

Abstract Field experiments using fictitious applications have become an increasingly important method for assessing hiring discrimination. Most field experiments of hiring, however, only observe whether the applicant receives an invitation to interview, called the “callback.” How adequate is our understanding of discrimination in the hiring process based on an assessment of discrimination in callbacks, when the ultimate subject of interest is discrimination in job offers? To address this question, we examine evidence from all available field experimental studies of racial or ethnic discrimination in hiring that go to the job offer outcome. Our sample includes 12 studies encompassing more than 13,000 job applications. We find considerable additional discrimination in hiring after the callback: majority applicants in our sample receive 53% more callbacks than comparable minority applicants, but majority applicants receive 145% more job offers than comparable minority applicants. The additional discrimination from interview to job offer is weakly correlated (r = 0.21) with the level of discrimination earlier in the hiring process. We discuss the implications of our results for theories of discrimination, including statistical discrimination.

Personality testing is a particularly valuable preemployment assessment tool when one matches personality traits to job requirements. The authors explain that, unlike most other common personnel selection methods, the unique value of personality assessment in personnel selection stems from its tendency to predict the choice to perform, or \"will-do\" aspects of job performance. The effect of faking on the value of personality testing is discussed, and the authors suggest that personality testing's contribution to personnel selection could be leveraged if more were known about the psychological process underlying applicant faking behaviour. To this end, the authors present an improved general model of the applicant faking process as well as a new \"faking decision tree.\" Les tests de personnalité constituent un outil d'évaluation pré-embauche particulièrement valable lorsque les traits de personnalité sont liés aux exigences d'un emploi. Les auteurs expliquent que, contrairement à la plupart des autres méthodes de sélection de personnel, la valeur unique des tests de personnalité dans la sélection de personnel repose sur leur capacité à prédire la volonté de performer ou les aspects « exécution » de la performance au travail. L'effet de la désirabilité sociale sur la valeur des tests de personnalité est discuté et les auteurs avancent que la contribution des tests de personnalité à la sélection de personnel pourrait être optimisée si les processus psychologiques sous-tendant les comportements de désirabilité des postulants étaient mieux connus. À cette fin, les auteurs présentent un modèle général amélioré du processus de désirabilité sociale du postulant ainsi qu'un nouvel « arbre décisionnel de la désirabilité sociale ».