Influence Hiring Decisions Research Articles

The Perspectives of Advanced Practice Provider Directors on Acute Care Nurse Practitioner Alignment and Hiring.

Demand for acute care is forecasted to grow in the United States. To meet this demand, nurse practitioners (NPs) are increasingly employed in acute care settings. Yet, there is concern about an adequate supply of acute care NPs given demand. Further, professional nursing organizations recommend aligning an NP's role with their education, certification, licensure, and practice. Given workforce constraints and the policy environment, little is known about how hospitals approach hiring NPs for acute care roles. The purpose of this study was to explore advanced practice provider (APP) directors' approaches to hiring NPs within the context of alignment and describe factors that influence hiring decisions. We conducted semi-structured interviews with 17 APP directors in hospitals and health systems. Interviews were recorded, transcribed, and coded using an iterative, hybrid inductive and deductive method. Two themes emerged: (1) local factors that inform aligned hiring and (2) adaptive hiring responses to changing environments. Practices around hiring NPs varied across institutions influenced by organization and state policies and regulations, workforce availability, and institutional culture. Most APP directors recognized trends towards hiring aligned NPs for acute care roles. However, they also identified barriers to fully aligning their NP workforce and described adaptive strategies including hiring physician assistants, building relationships with APP schools, and leveraging hospital resources to develop the APP workforce to meet care delivery demands given the current NP workforce supply. Future research is needed to assess widespread practices around acute care NP alignment and the implications of alignment for patient and organizational outcomes.

The Effect of Gender Expectations and Physical Attractiveness on Discussion of Weakness in Online Professional Recommendations

Companies are using online professional networks at an increasing rate to find qualified candidates to interview for job openings. Although recommendations published on these sites can provide valuable information and influence hiring decisions, the information may suffer from credibility issues due to the medium by which it is shared. In this study, we investigate whether including a discussion of a candidate’s weakness in a recommendation may be an effective way to increase the perceived credibility of the recommender and thereby improve the candidate’s chance of receiving an interview. We surveyed hiring managers and recruiters to collect data to measure the impact different recommendations have on their decisions. Our findings show that including a discussion of weakness in a recommendation increases the perceived credibility of the recommender, which has a positive effect on the candidate’s likelihood of being interviewed. However, when the discussion of weakness counters common gender-based expectations, it is harmful. When the discussion of weakness is consistent, it is helpful. Furthermore, we find that the physically attractive candidates (as shown in their profile picture) are harmed regardless of the weakness discussed. We investigate this further and find that additional discussion of the candidate’s strengths can reduce the negative impact of the discussion of weakness, but only if the strengths are consistent with common gender-based expectations.

Applying for remote jobs? You'd better be competent! Teleworking turns recruiters attention to candidate competence over warmth-related skills

Person Perception Theory suggests that two traits, warmth and competence, govern social judgments of individuals and that warmth has a primacy effect over competence because of its capability to predict people's intentions. Drawing on economic (i.e., rational) decision-making theories, we hypothesized that in organizations, which are by definition concerned with instrumental goals (i.e., maximization of profits and minimization of costs), worker competence is more important than worker warmth and influences hiring decisions about candidates. Moreover, we hypothesized that teleworking turns recruiters' attention to candidate competence (over warmth) to a greater extent than onsite work. Supporting our hypothesis, Study 1, a vignette experiment, showed that people manifest a stronger intention to recruit a candidate who is highly competent (although less warm), while this effect was stronger when the work-setting favored teleworking. Study 2 (preregistered), a field experiment with recruiter participants, further showed that recruiters are more inclined to hire highly competent (although less warm) candidates when the work-setting favors teleworking through the perception of competent candidates as more appropriate for a job. These results provide evidence for a reversal of the primacy effect of warmth at work and illuminate the important role of work-setting (online vs. onsite) in recruiters' hiring decisions.

Having the right face for the job: The effect of facial width-to-height ratio on job selection preferences.

Prior research has found that various job candidate characteristics can influence hiring decisions. The current work used experimental methods to test how a novel, appearance-based cue known as a facial width-to-height ratio (fWHR) can bias hiring preferences. A first study provides evidence for our initial hypothesis: people believed high fWHR candidates would be a better fit for blue-collar jobs compared with low fWHR candidates, who were in turn favoured for white-collar jobs. A second study replicates this initial finding and extends it by demonstrating that the effect of fWHR-derived trait inferences of strength and intelligence on hireability predictably varies by job type. Finally, in a third study, we find that this bias reverses when traditional stereotypes of blue-collar and white-collar jobs requiring physicality and intellect are subverted, finding that perceptions of the fit between face type and presumed job requirements matter most for hiring preferences. Together, these findings demonstrate how a seemingly subtle appearance-based cue can have robust implications for hiring.

Designing a pharmacist primary care certificate training program based on employer perceptions

BackgroundAs the pharmacy profession transforms toward practice centered around direct patient care and clinical services, upskilling the existing workforce may be required for pharmacists to take on expanded roles, especially in an increasingly competitive job market. ObjectiveTo explore pharmacist employer perceptions of a primary care certificate training program including its design, value, and relevance and to develop and implement a pharmacist primary care certificate training program based on study results. MethodsFocus groups were conducted to a point of saturation in December 2020 via video conference. Participants were identified via the study institution's continuing professional development registrant listserv and invited to participate via self-selection. Interviews were recorded, transcribed, and underwent inductive thematic analysis. ResultsFour focus groups were conducted with 15 pharmacist employers. Employers perceived primary care certificate training as valuable, helping pharmacists sustain shifting roles and increasing opportunities in a competitive job market. A combination of clinical and practice management topics with emphasis on an experiential component was recommended to achieve expected competency levels and favorably influence hiring decisions. The primary care certificate was specifically recommended to pharmacists aiming to transition into primary care or for pharmacists who did not complete residency training. ConclusionsThis study's findings informed development of a pharmacist primary care certificate program containing didactic and experiential training on a variety of key topics. As pharmacists' roles evolve, this program may prepare pharmacists to engage in direct patient care and develop skills and expertise necessary to succeed in outpatient primary care.

Seeing is Disliking: Evidence of Bias Against Individuals with Autism Spectrum Disorder in Traditional Job Interviews.

Job interviews are an integral component of the hiring process in most fields. Our research examines job interview performance of those with autism spectrum disorder (ASD) compared to neurotypical (NT) individuals. ASD and NT individuals were taped engaging in mock job interviews. Candidates were rated on a variety of dimensions by respondents who either watched the interview videos or read the interview transcripts and were naïve to the neurodiversity of the interviewees. NT candidates outperformed ASD candidates in the video condition, but in the absence of visual and social cues (transcript condition), individuals with ASD outperformed NT candidates. Our findings suggest that social style significantly influences hiring decisions in traditional job interviews and may bias evaluators against otherwise qualified candidates.

Do Job Candidates' Effort Promises Matter When the Labor Market is Competitive? Experimental Evidence

ABSTRACT Using an experiment, we investigate whether job candidates' noncontractible effort promises increase their actual effort in the work relationship when the labor market is competitive. Due to promise-keeping preferences, individuals tend to keep promises even if doing so is costly. However, when promises can be made strategically to influence hiring decisions, it is unclear whether workers are less likely to keep their promises. We develop theory to predict that making effort promises matters even more when labor markets are competitive. We find workers promise higher effort levels when competing for jobs than when they do not, but do not keep promises to a lesser extent although the costs of promise-keeping increase with the promise size, thereby increasing the total effort provided. The results enhance our understanding of the effects of worker-employer communication during hiring, particularly in a competitive setting in which such communication is most likely to occur.

Secondary School Administrators' Knowledge and Perceptions of the Athletic Training Profession, Part I: Specific Considerations for Athletic Directors.

Athletic directors are charged with making impactful decisions for secondary school athletic programs that mitigate risks for stakeholders. This includes decision making regarding the provision of medical care for student-athletes. To date, few researchers have explored athletic directors' perceptions of the athletic training profession. To evaluate public school athletic directors' knowledge and perceptions of the athletic trainer (AT) role. Concurrent mixed-methods study. Cross-sectional online questionnaire. Athletic directors representing all 50 states and the District of Columbia (N = 954; 818 men, 133 women, 3 preferred not to answer; age = 47.8 ± 9.1 years; time in current role = 9.8 ± 8.3 years). The questionnaire was composed of demographics, quantitative measures that assessed athletic directors' knowledge and perceived value of ATs, and open-ended questions allowing for expansion on their perspectives. Descriptive statistics were reported, with key quantitative findings presented as count responses and overall percentages. Qualitative data were analyzed using the general inductive approach. A majority of respondents recognized ATs' role in injury prevention (99.8%), first aid and wound care (98.8%), therapeutic interventions (93.8%), and emergency care (91.6%). Approximately 61% (n = 582) identified AT employment as a top sport safety measure, and 77% (n = 736) considered an AT to be extremely valuable to student-athlete health and safety. Athletic directors appeared to recognize the value of ATs as they provided "peace of mind" and relieved coaches and administration of the responsibility for making medical decisions. Athletic directors seemed to recognize the value ATs brought to the secondary school setting and demonstrated adequate knowledge regarding ATs' roles and responsibilities. Educational efforts for this population should focus on ATs' tasks that add to their perceived value but are not frequently in the public eye, which may influence hiring decisions.

Pharmacists opinions of the value of specific applicant attributes in hiring decisions for entry-level pharmacists.

The Hiring Intent Reasoning Examination (HIRE) was designed to (1) explore the relative value of applicant-specific attributes evaluated during the hiring of entry-level pharmacists; (2) examine how each of these attributes influences hiring decisions; and (3) identify which attributes practicing pharmacists perceive as most and least valuable. An electronic questionnaire was developed and sent to 36,817 pharmacists; 3723 (11%) responded representing a broad cross-section of practice settings and job roles. Forty-eight attributes were analyzed, 24 character traits and 24 markers of academic success. Respondents identified: 1) the relative importance the possession of each attribute would play in the decision to hire an applicant; 2) the relative importance the lack of possession of the attribute would play on the decision to hire an applicant; 3) the 10 most important attributes used when considering an applicant, and; 4) the 10 least important attributes used when considering an applicant. After investigating the relative importance of the 48 traits, a factor analysis to further group the traits was undertaken. Character traits were consistently ranked higher than academic traits, both in importance and as more likely to effect the hiring decision. Additionally, "the top ten most important attributes" were dominated by character traits and "the top ten least important attributes" used in the hiring of an entry-level pharmacist were dominated by the academic traits. A factor analysis provided further evidence of the distinction of the character traits from the academic success markers. When selecting employees from a pool of qualified applicants, the most important attributes used in hiring decision relate to the character of the pharmacist. The results are similar across all practice settings and types of respondents completing the survey.

Can cultural consumption increase future earnings? Exploring the economic returns to cultural capital.

Cultural consumption is often viewed as a form of embodied cultural capital which can be converted into economic rewards (e.g., earnings) because such practices increase the likelihood of moving into more advantaged social positions. However, quantitative evidence supporting this theory remains uncertain because it is often unable to rule out alternative explanations. Cultural consumption appears to influence hiring decisions in some elite firms, in both the US and the UK, but it is unclear whether these processes are applicable to other professional occupations and other labour market processes, such as promotions. We examine these processes using data from Understanding Society, an individual-level panel survey conducted in the UK, allowing us to explore whether cultural consumption predicts future earnings, upward social mobility and promotions. People who consume a larger number of cultural activities are more likely to earn higher wages in the future, to be upwardly socially mobile, and to be promoted. Cultural consumption, then, can function as cultural capital in some labour market settings, potentially contributing to the reproduction of income inequality between generations.

Six-fold over-representation of graduates from prestigious universities does not necessitate unmeritocratic selection in the faculty hiring process.

To achieve faculty status, graduating doctoral students have to substantially outperform their peers, given the competitive nature of the academic job market. In an ideal, meritocratic world, factors such as prestige of degree-granting university ought not to overly influence hiring decisions. However, it has recently been reported that top-ranked universities produced about 2–6 times more faculty than did universities that were ranked lower [1], which the authors claim suggests the use of un-meritocratic factors in the hiring process: how could students from top-ranked universities be six times more productive than their peers from lower-ranked universities? Here we present a signal detection model, supported by computer simulation and simple proof-of-concept example data from psychology departments in the U.S., to demonstrate that substantially higher rates of faculty production need not require substantially (and unrealistically) higher levels of student productivity. Instead, a high hiring threshold due to keen competition is sufficient to cause small differences in average student productivity between universities to result in manifold differences in placement rates. Under this framework, the previously reported results are compatible with a purely meritocratic system. Whereas these results do not necessarily mean that the actual faculty hiring market is purely meritocratic, they highlight the difficulty in empirically demonstrating that it is not so.

Barriers to the Hiring of English Teachers in English Training Schools in Hefei City, China

English teaching and learning has become an integral part of the Chinese educational system. Due to the opening up policy of the Chinese government to the rest of the world, the need to reform in line with the changing demands of the time became necessary. This therefore led to the influx of potential foreign English teachers in to the country due to the demand for foreign English teachers. The study therefore explores the factors influencing the hiring decisions of potential foreign English teachers in Hefei. Questionnaire was used to elicit information from respondents with the help of SPSS as the analysing tool. Using logistic regression model it made it possible to better understand the impact of the factors that influence hiring decisions. Results indicated that gender and experience were statistically significant. Colour and educational level were not statistically significant but important in the hiring decisions. Nationality of a potential foreign English teacher was not significant and also not important in the hiring decisions. The study concludes that professional recruiters should be put in place during the hiring process. It therefore suggests that competence should be a key factor in the hiring decisions of potential foreign English teachers in order to better learner’s outcomes and to meet the objective of the state.

“The aura of capability”: Gender bias in selection for a project manager job

There have been numerous studies examining the various manners in which female managers are subjected to negative stereotypes and bias, and how such bias influences hiring decisions. We sought to study the job selection challenge within the specific context of project management, a discipline that has historically been viewed as male-dominated, focusing on perceived differences in male and female job candidates based on a set of critical personal/managerial characteristics, including perceived competence, trust, likeability, and lack of perceived self-interest. We developed a scenario-based survey questionnaire and a between-subjects research design, sampled 312 project management personnel and tested subjects' reactions to two candidates for a project management position, employing identical descriptions and language while only changing the candidate's name: Susan or Stan. Our results suggested that all independent variables are significant predictors of the likelihood of a project manager candidate being hired. We only found evidence of gender bias in relation to perceived technical competence; in situations where the perceived technical competence of the job candidate was low, the female candidate was less likely to be hired over a male counterpart. On the other hand, as a candidate's perceived technical competence increased, the resulting attributions were significantly more beneficial for the female job seeker, who was more likely to be hired over a male candidate.

The Demand for Teacher Characteristics in the Market for Child Care: Evidence from a Field Experiment

Many preschool-age children in the U.S. attend center-based child care programs that are of low quality. This paper examines the extent to which teacher qualifications – widely considered important inputs to classroom quality – are valued by providers during the hiring process. To do so, we administered a resume audit study in which job-seeker characteristics were randomly assigned to a large number of resumes that were submitted in response to real child care job postings in 14 cities. Our results indicate that center-based providers may not hire the most qualified applicants. For example, we find that although providers have a strong preference for individuals with previous work experience in early childhood education (ECE), those with more ECE experience are less likely to receive an interview than those with less experience. We also find that individuals with bachelor's degrees in ECE are no more likely to receive an interview than their counterparts at the associate's level, even in the market for lead preschool-age teachers. Furthermore, those revealing high levels of academic performance, as measured by grade point average, are generally not preferred by child care providers. Finally, it appears that some non-quality attributes do not influence hiring decisions (e.g., signaling car ownership), while others have large effects on teacher hiring (e.g., applicant race/ethnicity). Together, our findings shed light on the complex trade-offs made by center-based providers attempting to offer high-quality programs while earning sufficient revenue to stay in business.

Do tutors matter? Assessing the impact of tutors on firstyear academic performance at a South African university

The number of students enrolled in higher education outside their countries of originincreased from 0.8 million in 1975, to 2.1 million in 2000, and to 3.7 million in 2009(Ryan, 2012). This growing trend of student mobility leads to increased universitycompetition for students around the globe. However, little is known about the experiencesof international students in Africa. This lack of understanding could leave the continentat a disadvantage for attracting and retaining international students, while other partsof the world continue to benefit. To begin to address this gap, I conducted a qualitativephenomenological study at one private university in East Africa that attracts about 20% ofits population as international students.As International Student Coordinator at this university, I interviewed 13 graduatestudents from various countries and conducted participant observations on campus forthree years. I aimed to understand students’ perceptions of their learning experiences.This article focuses on students’ non-academic learning. Students’ positive and negativeexperiences highlighted the difference that student affairs and administrative staff can makein the quality of students’ educational experiences. A needs model shed light on students’non-academic experiences. Student affairs and administrative staff were essential in1) providing pre-arrival information, 2) meeting students’ initial basic needs, 3) connectingthem with others, keeping immigration documents current, and 5) understanding the newacademic system. Ecologically, students were required to make a variety of connections intheir adjustment process on campus and beyond.If the university could adequately addressinternational students’ non-academic issues, then students would be better able to focuson their main purpose: their academics. It is recommended that the university revisit itsprocedures and develop more holistic international-student-friendly policies. Then, it couldbetter support the learning of its present students and attract more international students,thereby more greatly impacting the world.This research sought to determine if a teaching intervention using tutors in a South African university could promote epistemological access to university for first-year students. Although hiring, developing and managing tutors takes money, time and energy, the effectiveness of tutors in the South African context is underreported. The first-year class under study was diverse in terms of gender, race, ethnicity and geographical origin. The tutors were all postgraduate students, and similarly diverse. In terms of research design, student test results were compared from one test to another. The students also rated the tutors. Students who attended the majority of the assigned tutorials improved their marks by an average of 20%. Even students whose tutorial attendance was haphazard fared better academically than those who did not attend at all. Students who skipped all the tutorials saw a dramatic decline in their marks, suggesting that tutorial attendance should be obligatory. Individual tutors matter, however. It seems that some tutors can explain, facilitate understanding and engage their students better than others. Students assigned to such tutors achieved the greatest academic gains. Thus, recruitment strategies and tutor training are crucial. Tutor popularity (based on student ratings) did not correlate with positive academic improvements. Thus, student ratings should not by themselves strongly influence hiring decisions. In conclusion, resources allocated to tutors were worthwhile and the tutors enabled epistemological access for many.

Fear or Familiarity? Neighborhood Effects and Employers' Perceptions of a Criminal Record

This article examines how neighborhood violent crime influences hiring decisions made by local employers. I focus on the labor market outcomes of job seekers with a criminal record, arguing that pr...

I Heard That … : Do rumors affect hiring decisions?

Misinformation can have a negative impact on decision making. Little empirical attention has, however, been given to the effect of rumors, a type of misinformation, on person judgments. Although rumors have been shown to affect other areas of organizational functioning (e.g., corporate reputation, employee morale), there is a lack of research investigating how rumors may influence hiring decisions. This study argues why rumors may influence hiring decisions by drawing from attribution, social judgment, and judgment and decision making theories, and provides an experimental investigation of this argument. Although participants reported not believing and being less likely to use the rumor, rumors were not discounted when determining if an individual should be hired. In short, results suggest that rumors impacted hiring decisions.

Rose colored webcam: Discrepancies in personality estimates and interview performance ratings

Companies increasingly use computer-controlled interviews as a less expensive and more efficient way to screen job applicants. Despite these advantages, this interview format may prevent evaluators from accurately judging an applicant’s personality traits, which, in turn, may influence hiring decisions. Two traits in particular, agreeableness and conscientiousness, have been found to predict performance in many occupational settings. In the current research, participants randomly were assigned to either a face-to-face (FTF) or computer-controlled (CC) mock job interview. Interviewees were rated by external observers as higher in conscientiousness and agreeableness when the interview was CC rather than FTF. In addition, observers rated interview performance more positively than did the interviewees themselves – particularly when the interview was CC. Finally, the discrepancy between self and observer judgments of the interviewees’ personality (in terms of agreeableness and conscientiousness) mediated the relation between interview format and the discrepancy between self and observer ratings of interview performance. These findings suggest that CC interviews have the potential to yield overly positive evaluations of interviewees, thereby biasing personality judgments and estimations of ultimate job performance.

Degree Pedigree: Assessing the Effect of Degree-Granting Institutions' Ranks on Prospective Employment at Academic Law Libraries

In the academic law library hiring process, candidates are assessed based on a variety of factors. The study conducted here focuses on education - specifically the institutional rank of degree-granting law and library science institutions - to explore how the rank of one's graduate education might influence hiring decisions at academic law libraries.

Evolution, Appearance, and Occupational Success

Visual characteristics, including facial appearance, are thought to play an important role in a variety of judgments and decisions that have real occupational outcomes in many settings. Indeed, there is growing evidence suggesting that appearance influences hiring decisions and even election results. For example, attractive individuals are more likely to be hired, taller men earn more, and the facial appearance of candidates has been linked to real election outcomes. In this article, we review evidence linking physical appearance to occupational success and evaluate the hypothesis that appearance based biases are consistent with predictions based on evolutionary theories of coalition formation and leadership choice. We discuss why appearance based effects are so pervasive, addressing ideas about a "kernel of truth" in attributions and about coalitional psychology. We additionally highlight that appearance may be differently related to success at work according to the types of job or task involved. For example, leaders may be chosen because the characteristics they possess are seen as best suited to lead in particular situations. During a time of war, a dominant-appearing leader may inspire confidence and intimidate enemies while during peace-time, when negotiation and diplomacy are needed, interpersonal skills may outweigh the value of a dominant leader. In line with these ideas, masculine-faced leaders are favored in war-time scenarios while feminine-faced leaders are favored in peace-time scenarios. We suggest that such environment or task specific competencies may be prevalent during selection processes, whereby individuals whose appearance best matches perceived task competences are most likely selected, and propose the general term "task-congruent selection" to describe these effects. Overall, our review highlights how potentially adaptive biases could influence choices in the work place. With respect to certain biases, understanding their origin and current prevalence is important in order to potentially reduce discrimination in the work place.