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Relative importance of three content dimensions in overall suitability ratings of job applicants' resumes.
6 references·9 citing·39 second hop
Relative importance of three content dimensions in overall suitability ratings of job applicants' resumes. (1970)Relative importance of three content dime…Influence of favorable and unfavorable information upon assessment decisions. (1967)Influence of favorable and un…The selection interview since 1949. (1965)The selection interview since…THE SELECTION INTERVIEW— A RE‐EVALUATION OF PUBLISHED RESEARCH1 (1964)THE SELECTION INTERVIEW— A RE…Decision making in the employment interview (1964)Decision making in the employ…Factors affecting the final decision in the employment interview. (1958)Factors affecting the final d…The Employment Interview: a Critical Summary (1949)The Employment Interview: a C…How perceived riskiness influences the selection of women and men as senior leaders (2018)How perceived riskiness influ…Effects of Applicant Personality on Resume Evaluations (2014)Effects of Applicant Personal…Impression making by résumé layout: Its impact on the probability of being shortlisted (2010)Impression making by résumé l…Sex-Role Stereotyping, Gender Biases, and Job Selection: The Use of Ordinal Logit in Analyzing Likert Scale Data (1998)Sex-Role Stereotyping, Gender…INTERVIEWER VALIDITY AND RELIABILITY: AN INDIVIDUAL ANALYSIS APPROACH (1983)INTERVIEWER VALIDITY AND RELI…SOCIAL COMMUNICATIVE ANXIETY AND THE PERSONNEL SELECTION PROCESS: TESTING THE SIMILARITY EFFECT IN SELECTION DECISIONS (1979)SOCIAL COMMUNICATIVE ANXIETY …Response requirements and primacy-recency effects in a simulated selection interview. (1973)Response requirements and pri…Estimating the influence of job information on interviewer agreement. (1973)Estimating the influence of j…JOB APPLICANT ATTRIBUTES JUDGED IMPORTANT ACROSS SEVEN DIVERSE OCCUPATIONS1 (1971)JOB APPLICANT ATTRIBUTES JUDG…Integration theory and attitude change. (1971)Fundamentals of Experimental Design (2005)Forming impressions of personality. (1946)Personality and psychotherapy. (1951)FORMING IMPRESSIONS OF PERSONALITY (1961)Unfair discrimination in the employment interview: Legal and psychological aspects. (1979)The Recognition and Reward of Employee Performance (1987)Processes affecting scores on "understanding of others" and "assumed similarity." (1955)Psychological Tests and Personnel Decisions. (1958)VALIDITY AND FAIRNESS OF SOME ALTERNATIVE EMPLOYEE SELECTION PROCEDURES1 (1982)A meta‐analytic investigation of the impact of interview format and degree of structure on the validity of the employment interview* (1988)Identification and meta-analytic assessment of psychological constructs measured in employment interviews. (2001)Comparison of Bayesian and regression approaches to the study of information processing in judgment (1971)Relative importance of applicant sex, attractiveness, and scholastic standing in evaluation of job applicant resumes. (1975)Handbook of Industrial and Organizational Psychology. (1977)THE ROLE OF THE TRADITIONAL RESEARCH DESIGN IN UNDERESTIMATING THE VALIDITY OF THE EMPLOYMENT INTERVIEW (1988)The Validity of the Employment Interview: A Meta‐Analysis (1993)The Selection Interview from the Interviewer and Applicant Perspectives: Can't Have One without the Other (2012)The development of markers for the Big-Five factor structure. (1992)Common method biases in behavioral research: A critical review of the literature and recommended remedies. (2003)Identifying careless responses in survey data. (2012)Impression Management Use in Resumes and Cover Letters (2016)Are they accurate? Recruiters' personality judgments in paper versus video resumes (2017)Personality perception based on LinkedIn profiles (2017)Competitive Advantage Through People (1994)Competitive Advantage Through People: Unleashing the Power of the Work Force. (1995)TECHNICAL AND STRATEGIC HUMAN RESOURCES MANAGEMENT EFFECTIVENESS AS DETERMINANTS OF FIRM PERFORMANCE. (1997)Do Employers Forgive Applicants’ Bad Spelling in Résumés? (2016)Is a cover letter still needed? Using LIWC to predict application success (2020)Studies of the structured behavioral interview. (1992)Racial group differences in employment interview evaluations. (1998)THE INCREMENTAL VALIDITY OF INTERVIEW SCORES OVER AND ABOVE COGNITIVE ABILITY AND CONSCIENTIOUSNESS SCORES (2000)The negativity effect and its implications for initial interaction (1984)Mood, categorization breadth, and performance appraisal: The effects of order of information acquisition and affective state on halo, accuracy, information retrieval, and evaluations (1988)Understanding applicant behavior in employment interviews: A theoretical model of interviewee performance (2011)Effect of Clothing Masculinity on Perceptions of Managerial Traits: Does Gender of the Perceiver Make a Difference? (1988)Sources of individual differences in interviewer effectiveness: A model and implications for future research (1993)Thin slices of negotiation: Predicting outcomes from conversational dynamics within the first 5 minutes. (2007)Self-Generated Versus Other-Generated Statements and Impressions in Computer-Mediated Communication (2009)
this work references cited by second hop

References

  • 1965The selection interview since 1949.264 cited
  • 1964Decision making in the employment interview240 cited
  • 1964THE SELECTION INTERVIEW— A RE‐EVALUATION OF PUBLISHED RESEARCH1214 cited
  • 1949The Employment Interview: a Critical Summary186 cited
  • 1958Factors affecting the final decision in the employment interview.137 cited
  • 1967Influence of favorable and unfavorable information upon assessment decisions.28 cited

Cited by

  • 1983INTERVIEWER VALIDITY AND RELIABILITY: AN INDIVIDUAL ANALYSIS APPROACH62 cited
  • 1971JOB APPLICANT ATTRIBUTES JUDGED IMPORTANT ACROSS SEVEN DIVERSE OCCUPATIONS148 cited
  • 2014Effects of Applicant Personality on Resume Evaluations44 cited
  • 2010Impression making by résumé layout: Its impact on the probability of being shortlisted44 cited
  • 1973Response requirements and primacy-recency effects in a simulated selection interview.38 cited
  • 1979SOCIAL COMMUNICATIVE ANXIETY AND THE PERSONNEL SELECTION PROCESS: TESTING THE SIMILARITY EFFECT IN SELECTION DECISIONS32 cited
  • 1973Estimating the influence of job information on interviewer agreement.29 cited
  • 2018How perceived riskiness influences the selection of women and men as senior leaders24 cited

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1998
Sex-Role Stereotyping, Gender Biases, and Job Selection: The Use of Ordinal Logit in Analyzing Likert Scale Data
20 cited