Lying on Job Applications: The Effects of Job Relevance, Commission, and Human Resource Management Experience

Wood, Jennifer L.; Schmidtke, James M.; Decker, Diane L.

doi:10.1007/s10869-007-9048-7

Cited by 27 publications

(20 citation statements)

References 6 publications

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“…Here, the confrontation concerns the misrepresentation (i.e., dishonesty) as such rather than disclosure about the jobseeker's past. This corroborates previous research, which has demonstrated that lies and dishonesty are perceived to be more incriminating than most negative information of a different nature (Wood, Schmidtke, and Decker 2007;Berkelaar, Scacco, and Birdsell 2015). Some recruiters express an understanding for a person's wish to keep negative aspects of their past secret during initial contact with a potential employer.…”

Section: Explicit Confrontationssupporting

confidence: 89%

Explaining the Data Double: Confessions and Self-Examinations in Job Recruitments

Hedenus

Backman

2017

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The practice of cybervetting-i.e., online background checks of a jobseeker's 'data double'-is considered to be a valuable tool in the recruitment process by an increasing amount of employers. As a consequence, jobseekers lose some control over what aspects of their past, personal interests or private life they will share with the employer. Moreover, jobseekers are expected to confess, explain and contextualize unfavorable information about them if they want to be perceived as employable. This study aims to show how cybervetting recruiters encourage and anticipate such confessions, and use the outcomes to evaluate jobseekers' honesty and capacity for self-reflection. The analysis is based on qualitative interviews with 36 Swedish human resource professionals, hiring managers and employers, and guided by Foucault's theoretical work on self-examinations, along with the confessional culture and its related concepts. We argue that confessions about information found on the internet are an important factor of what we label 'online employability': jobseekers' capability to sanitize, keep track of and explain their data doubles. Hence, as the recruiter can examine a jobseeker's private spheres, cybervetting is a surveillance practice with direct consequences on recruitment as well as clear effects on jobseekers' self-examinations and interactions with human resources personnel.

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Section: Explicit Confrontationssupporting

confidence: 89%

Explaining the Data Double: Confessions and Self-Examinations in Job Recruitments

Hedenus

Backman

2017

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“…Whether it has been considered a holy grail worth pursuing or a windmill at which to tilt, the topic of applicant faking in personality measures has been pursued by organizational researchers with something of a vengeance. This is not to say that research and practice has not been concerned about dissimulation on other selection measures; such research has been conducted on situational judgment tests (e.g., Cullen, Sackett, & Lievens, 2006; H. Peeters & Lievens, 2005), biographical data measures (e.g., Kluger & Collela, 1993; Schmitt & Kunce, 2002), employment interviews (e.g., Delery & Kacmar, 1998; Ellis, West, Ryan, & DeShon, 2002; Levashina & Campion, 2006), the assessment center (e.g., McFarland, Yun, Harold, Viera, & Moore, 2005), and the ubiquitous job application blank (e.g., Wood, Schmidke, & Decker, 2007). But it is safe to say that the lion’s share of research on faking selection measures in the past two decades has been directed mostly toward personality tests.…”

Section: A Bit Of History—how We Got Herementioning

confidence: 99%

Personality Testing and Industrial–Organizational Psychology: Reflections, Progress, and Prospects

Hough¹,

Oswald

2008

Ind. organ. psychol.

138

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As the title suggests, this article takes a broad perspective on personality as it is conceptualized and measured in organizational research, and in the spirit of this Society for Industrial and Organizational Psychology journal, we framed the article as a series of 7 questions. These 7 questions deal with (1) personality and multidimensional models of performance, (2) personality taxonomies and the five‐factor model, (3) the effects of situations on personality–performance relationships, (4) the incremental validity of personality over cognitive ability, (5) the need to differentiate personality constructs from personality measures, (6) the concern with faking on personality tests, and (7) the use of personality tests in attempting to address adverse impact. We dovetail these questions with our perspectives and insights in the hope that this will stimulate further discussion with our readership.

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“…For current study purposes as well as additional ongoing research in this area, we developed resume fraud scales using Hinkin's (1998) procedures and several additional samples (Henle, Dineen, & Duffy, 2014). For this study, we specifically focused on commissive resume fraud dimensions (i.e., embellishing or fabricating information on one's resume; Kim, 2011;Wood, Schmidtke, & Decker, 2007). Our operationalization follows traditional definitions of lying which the Oxford English Dictionary defines as "a false statement made with the intent to deceive."…”

Section: Methodsmentioning

confidence: 99%

Green by Comparison: Deviant and Normative Transmutations of Job Search Envy in a Temporal Context

Dineen

Duffy

Henle

et al. 2017

AMJ

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We propose a novel temporal-based theory of how a painful social comparative emotion-job search envy-transmutes as deviant or normative job search behaviors (resume fraud or search effort). We theorize that as job searches progress across time or discrete events, temporal-based pressure increases via perceptions that situations are less changeable or more critical, propelling envious job seekers toward deviant rather than normative search behavior. We propose that market-based pressure, deriving from employment opportunity perceptions, further moderates these effects. In a first study of unemployed job seekers, after more search time passes, job search envy relates to deviant search behavior. Market pressure further qualifies this relationship, although contrary to our prediction, lower market pressure exacerbates rather than attenuates the relationship. Study 2, a two-year study of graduate students engaged in internship and full-time job searches, focuses on event-based temporal pressure and mostly replicates the Study 1 findings. It also indicates that under lower event and market pressures, job seekers expend more effort but do not commit resume fraud in response to job search envy. Overall, we conclude that job search envy transmutes differently depending on temporal-and market-based contingencies and discuss future research possibilities.

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Lying on Job Applications: The Effects of Job Relevance, Commission, and Human Resource Management Experience

Cited by 27 publications

References 6 publications

Explaining the Data Double: Confessions and Self-Examinations in Job Recruitments

Explaining the Data Double: Confessions and Self-Examinations in Job Recruitments

Personality Testing and Industrial–Organizational Psychology: Reflections, Progress, and Prospects

Green by Comparison: Deviant and Normative Transmutations of Job Search Envy in a Temporal Context

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