PSYC 241 Chapter Notes - Chapter 13: Performance Appraisal, Job Performance, Reverse Discrimination
12 Mar 2014
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The typical job interview: submit resume, fill out application, bring in work samples, take standardized tests of abilities and personality. Predictive factors of confidence, quality of handshake, etc: faking by presenting oneself in distorted ways to create a favourable impression: outright lying, exaggeration, ingratiation, and image protection, employer"s pre-interview expectations and recruiting vs. evaluating behaviour. May also play into self-fulfilling prophecy as employers with positive expectations are warmer, more outgoing, more cheerful, and give more information about/to promote the company. Scientific alternatives to traditional interviews: computerized interviews: may be forum for initial screening, but too impersonal for important life decisions, some use polygraph as screening device, comparing interviewee"s level of arousal in response to various questions. Opponents argue this invades privacy, is easily misinterpreted, and results are not sufficiently accurate: use is prohibited except in matters involving large sums of money, public safety, and national security.
