Abstract
This study set out to understand whether highly neurotic people’s evaluation of job candidates’ suitability differed from those who were low on this personality dimension. One hundred and sixty-five undergraduate students completed the neuroticism subscale of the Eysenck personality questionnaire, and from this sample thirty-eight participants were then selected to take part in the experimental stage. The students were shown a video film displaying three job candidates (qualified, unqualified or ambiguously qualified) applying for a student-counseling job. They were then asked to evaluate the candidates on a number of aspects. The results showed that high-neurotic participants negatively and significantly differed from their low neurotic counterparts in their evaluation of the qualified candidate. Those in the high-neurotic group were also much more negative in their judgment of the hireability of the qualified candidate. These findings highlight the importance of selectors’ personality in the selection of personnel.
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