Did you know, doctor, that it's illegal to ask a job applicant's age?
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Employment↗
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Effects of applicant overeducation, job status, and job gender stereotype on employment decisions.
Employment preferences of personnel representatives in electronics firms regarding job applicants who had varying levels of education were investigated. The applicants had either obtained a 4-year college degree, completed 2 years of college, or completed high school. The stimulus jobs required the equivalent of a high school education but varied in terms of status and gender stereotype. The personnel representatives tended to recommend college-educated applicants for higher status jobs and male stereotypic jobs and applicants who had high school degrees for lower status and female stereotypic jobs. Contrary to the results of most previous research on overeducation, the performance of the applicants who were college graduates was expected to be higher than that of the less educated applicants.
Educational Status↗
The journal impact factor: too much of an impact?
INTRODUCTION: The journal impact factor is often used to judge the scientific quality of individual research articles and individual journals. Despite numerous reviews in the literature criticising such use, in some countries the impact factor has become an outcome measure for grant applications, job applications, promotions and bonuses. The aim of this review is to highlight the major issues involved with using the journal impact factor as a measure of research quality. METHODS: A literature review of articles on journal impact factors, science citation index, and bibliometric methods was undertaken to identify relevant articles. RESULTS: The journal impact factor is a quantitative measure based on the ratio between yearly citations in a particular journal to total citations in that journal in the previous 2 years. Its use as a criterion for measuring the quality of research is biased. The major sources of bias include database problems from the Institute for Scientific Information and research field effects. The journal impact factor, originally designed for purposes other than the individual evaluation of research quality, is a useful tool provided its interpretation is not extrapolated beyond its limits of validity. CONCLUSION: Research quality cannot be measured solely using the journal impact factor. The journal impact factor should be used with caution, and should not be the dominant or only factor determining research quality.
Authorship↗
Job-specific applicant pools and national norms for cognitive ability tests: implications for range restriction corrections in validation research.
Correcting validity coefficients for range restriction requires the applicant pool predictor standard deviation (SD). As this is frequently unknown, some researchers use national norm SDs as estimates of the applicant pool SD. To test the proposition that job-specific applicant pools are markedly more homogeneous than broad samples of applicants for many jobs, job-specific applicant pool SDs on the Wonderlic Personnel Test for 80 jobs were compared with a large multijob applicant sample. For jobs at other than the lowest level of complexity, job-specific applicant pool SDs average 10% lower than the broad norm group SDs. Ninety percent of the job-specific applicant pool SDs lie within 20% of the norm group SD, suggesting that reducing a norm group SD by 20% provides a conservative estimate of the applicant pool SD for use in range restriction corrections for other than low-complexity jobs.
Aptitude↗
Job-specific applicant pools and national norms for personality scales: implications for range-restriction corrections in validation research.
This article compares variability in national norms to variability in job-specific applicant pools for personality scales. Across 23,231 job applicants for 111 jobs, we found that job-specific applicant pools were slightly less variable than broad normative data (by about 4%) based on a national norm sample of 40,474 job applicants. For some personality variables, the amount of variability reduction correlated with work characteristics as captured by the Data, People and Things scales of the Dictionary of Occupational Titles (US Department of Labor, 1977). Most correlations were small in magnitude. In general, the small reductions in job-specific applicant pool variability provide evidence that researchers' decisions to use manual norm group standard deviations in range restriction corrections has not appreciably inflated the personality-criterion relationships studied. Implications for attraction and gravitation to jobs are discussed.
Choice Behavior↗
Preemployment drug screening in a large metropolitan medical center: a one-month trial.
To assess the prevalence of illicit drug use among job applicants, a large metropolitan medical center conducted preemployment drug screening of all applicants during January 1988. Urine samples from 172 preinformed applicants were screened using Enzyme Multiplied Immunoassay Technique (Emit d.a.u.) followed by confirmatory gas chromatography/mass spectrophotometry. 4.1% of tests were positive for marijuana and/or cocaine and none was positive for heroin. Positive findings increased with decreasing socioeconomic status. The findings suggest that applicants for jobs in large medical centers in metropolitan areas are no different from those in other sectors of the economy with respect to illicit drug use.
Adult↗
Are hospitals facing a critical shortage of skilled workers?
A nationwide survey of health care human resource managers reveals that hospitals are experiencing a critical shortage of qualified job applicants in certain job categories. Computer systems personnel, registered nurses, pharmacists, and therapists are especially in short supply. Jobs that require only minimal training as well as those not directly involved in patient care are filled more easily. According to the survey respondents, shortages of qualified personnel negatively impact hospitals' operations in a variety of ways. To combat shortages of qualified job applicants, hospitals are employing a variety of tools to attract workers. Signing bonuses, above-market compensation, flexible work schedules, and myriad perks are being used to entice and retain qualified workers.
Allied Health Personnel↗
Don't lose that job! Effective applications.
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Humans↗
Personnel selection and the five-factor model: reexamining the effects of appplicant's frame of reference.
Recently, 2 separate yet related criticisms have been levied against the adequacy of the five-factor model (or Big Five) as a descriptive taxonomy of job applicant personality: frame of reference effects (M. J. Schmit & A. M. Ryan, 1993) and socially desirable responding (A. F. Snell & M. A. McDaniel, 1998). Of interest, although both criticisms suggest that the five-factor model is inadequate, the frame of reference effects criticism suggests that the factor structure should be more complex, whereas socially desirable responding suggests that it should be less complex in job applicant contexts. The current research reports the results of a new study demonstrating the adequacy of the five-factor model as a descriptor of job applicant, job incumbent, and student personality. Implications for personality assessment and concurrent validation designs using personality measures are also discussed.
Adult↗
Finding suitable applicants for a staff opening.
Many medical practices run classified ads to seek applicants for job openings and do little else. Several effective recruitment strategies, however, can be used in addition to or instead of classified advertising. In this article, the author suggests working both inside and outside the practice to draw in top-notch job applicants. She describes how local schools, employment agencies, and temporary agencies can help fill positions in medical practices and how such arrangements typically work. The author also suggests ways to bring excellent former employees back to the fold. Finally, she offers practical tips for protecing yourself financially when hiring a new employee through an agency and paying a placement fee.
Advertising↗
Mental retardation and parental occupation: a study on the applicability of job exposure matrices.
In a case-referent study on mental retardation and parental occupation, the applicability of job exposure matrices for the identification of risk factors was evaluated. The parents of 306 mentally retarded children (cases) and 322 referents were interviewed about their occupational activities in the pregnancy period. Detailed occupational histories were obtained that were compared with exposures generated by two different job exposure matrices. The agreement between interview and matrices was low: the sensitivity ranged from 17.9% to 32.4% and the percentages of false positive exposures from 66.7% to 96.0%. By means of the interview, significantly increased odds ratios (ORs) were found for exposure of the mother in late pregnancy to radiation (OR = 9.3), mercury (OR = 8.7), organic solvents (OR = 1.7), hair cosmetics and dyes (OR = 3.7), paint (OR = 2.7), hexachlorophene/phenylphenol (OR = 3.1), antibiotics (OR = 2.9), and dust (OR = 2.2) and for working with copying machines (OR = 3.0) or in occupations with poor climatological circumstances and permanent contact with people. The last was confirmed by the British matrix (OR = 1.7). Otherwise, most of the mentioned associations were missed by the job exposure matrices. Therefore, these matrices were not considered to be applicable in this particular study, nor in most other reproductive epidemiological studies in view of their general properties and limitations.
Case-Control Studies↗
Discrimination towards disabled people seeking employment.
This research was undertaken to determine whether or not disabled persons are at a disadvantage when seeking employment. An experimental design--mailing unsolicited job applications to employers--in a natural social setting allowed a study of employer's behaviour under naturalistic conditions. A randomized comparative study was conducted on a representative sample of 2228 branches of French companies, stratified as a function of their size. Four different profiles of applications were constituted by crossing two independent variables: the presence or absence of mention of a physical deficiency (paraplegia, with a wheelchair) in the job application, and high or low level of qualification. Using random sampling, the investigators sent each company an application for a job using one of these four profiles. Two experimental groups of companies were constituted (each of which received an application with either high or low qualification and mention of disability) with two control groups (applications with high/low qualification, without mention of disability). It was found that highly qualified able-bodied applicants were 1.78 times more likely to receive a favorable response than their disabled counterparts, and modestly qualified able-bodied applicants were 3.2 times more likely to receive a positive response. As well, discrimination became more marked as company size increased. In comparison with laboratory experiments, the results of this research permit a more objective assessment of discriminatory behaviour by companies confronted by disabled job applicants, and show a significant amount of discrimination towards individuals with a physical disability.
Attitude to Health↗
Positive impression management and its influence on the Revised NEO Personality Inventory: a comparison of analog and differential prevalence group designs.
Participants (n = 22) completed the Revised NEO Personality Inventory (NEO PI-R) as part of an authentic job application. Protocols produced by this group were compared with "analog" participants (n = 23) who completed the NEO PI-R under standard instructions and again under instructions designed to mimic the test-taking scenario of the job applicants (the "fake-good" condition). Participants completing the NEO PI-R under fake-good instructions and the job applicants scored lower on the Neuroticism and higher on the Extraversion scales than did the participants responding under standard instructions. Analog participants in the fake-good condition scored higher on the Extraversion and lower on the Agreeableness scales than did the job applicants. These results suggest that outcomes from analog designs are generalizable to real-world samples where response dissimulation is probable.
Adult↗
Assessing effects of treatment for substance abuse: a further contribution to the validation of the Employee Reliability Inventory.
Scores on a scale designed to assess the likelihood of freedom from job-disruptive substance use were compared for three groups: (1) individuals whose current substance use had disrupted their job performance and necessitated treatment, (2) individuals who successfully completed treatment for substance abuse, and (3) a representative subset of a geographically and occupationally diverse group of job applicants (N > 43,000). The results appear consistent with the hypothesis that this scale validly measures behavioral changes related to job performance which are associated with successful treatment of substance abuse. Scores on the scale differentiated untreated substance users from those who had successfully undergone treatment. Scores for the successfully treated group were the same as those for the general group of job applicants. That is, scores did not differentiate successfully treated former substance users from a general group of job applicants. For the subset of the successfully treated group who became employed during the study period, scores were better for those individuals who successfully completed a minimum of 30 days on the job.
Adult↗
Assessing the likelihood of reliable workplace behavior: further contributions to the validation of the Employee Reliability Inventory.
This paper summarizes a number of studies in which the validity of the Employee Reliability Inventory, a preemployment screening instrument designed to assess the likelihood of reliable and productive workplace behavior, was examined. Criterion-related studies compared the scores of a broadly diverse group of job applicants with those obtained from an array of criterion and comparison groups, for whom there was documented evidence of reliable or unreliable behavior. Criterion-related evidence indicates that the six scales are effective in differentiating a variety of criterion groups with unreliable behavior from a number of different job applicant comparison groups. Construct-related evidence for the validity of an emotional adjustment scale is reported as well. The issue of response distortion in preemployment inventories is discussed, and data are reported which indicate that scores on all six scales appear to be functionally free from the potentially confounding effects of response distortion. These results are consistent with the original validation and cross-validation findings, which supported the validity of the six scales when assessing the likelihood of reliable behavior in a population of job applicants.
Adult↗
Context in selection of men and women in hiring decisions: gender composition of the applicant pool.
The hypothesis that the sex composition of an applicant pool affects the hiring probabilities of individual job applicants was tested using gender-distinctive information on accepted and rejected job applicants in The Netherlands. The evidence supports this hypothesis, although the effect sizes are moderate. Both men and women have a lower probability of being hired when the applicant pool contains fewer applicants from their own sex.
Adult↗
Isokinetic trunk strength and lifting strength measures. Differences and similarities between low-back-injured and noninjured workers.
Fifty-eight back pain patients and 21 entry-level Postal Service workers without low-back pain were evaluated using a variety of lumbar function measures. Isolated trunk strength and full lifting strength were gauged with isokinetic and isometric methods. Lumbar range-of-motion was computed using toe-touch and goniometers. Conventional clinical techniques such as toe touch and straight leg raise were effective in distinguishing back-injured from normal subjects. Isometric and isokinetic peak force and torque tests failed to show significant differences between low-back pain and job applicant groups. When compared with published norms, our job applicant group was significantly deconditioned. Our data suggest that asymptomatic, deconditioned subjects could be mistaken for back-impaired patients or symptom magnifiers.
Adult↗
Teaching job interview skills to retarded clients.
Six retarded adults were taught job application and interview skills including introducing oneself, filling out a standard job application form, answering questions, and asking questions. A combination of instructions, modeling, role playing, and positive and corrective feedback was used across a multiple baseline experimental design. After training, the clients' performance in each area improved substantially over baseline levels. In addition, the newly taught skills appeared to generalize to a different office, application form, and interviewer.
Adult↗