Search results for: hirability

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hirability</title> <meta name="description" content="Search results for: hirability"> <meta name="keywords" content="hirability"> <meta name="viewport" content="width=device-width, initial-scale=1, minimum-scale=1, maximum-scale=1, user-scalable=no"> <meta charset="utf-8"> <link href="https://cdn.waset.org/favicon.ico" type="image/x-icon" rel="shortcut icon"> <link href="https://cdn.waset.org/static/plugins/bootstrap-4.2.1/css/bootstrap.min.css" rel="stylesheet"> <link href="https://cdn.waset.org/static/plugins/fontawesome/css/all.min.css" rel="stylesheet"> <link href="https://cdn.waset.org/static/css/site.css?v=150220211555" rel="stylesheet"> </head> <body> <header> <div class="container"> <nav class="navbar navbar-expand-lg navbar-light"> <a class="navbar-brand" href="https://waset.org"> <img src="https://cdn.waset.org/static/images/wasetc.png" alt="Open Science Research Excellence" title="Open Science Research Excellence" /> </a> <button class="d-block d-lg-none navbar-toggler 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id="custom-search-input"> <div class="input-group"> <i class="fas fa-search"></i> <input type="text" class="search-query" name="q" placeholder="Author, Title, Abstract, Keywords" value="hirability"> <input type="submit" class="btn_search" value="Search"> </div> </div> </form> </div> </div> <div class="row mt-3"> <div class="col-sm-3"> <div class="card"> <div class="card-body"><strong>Commenced</strong> in January 2007</div> </div> </div> <div class="col-sm-3"> <div class="card"> <div class="card-body"><strong>Frequency:</strong> Monthly</div> </div> </div> <div class="col-sm-3"> <div class="card"> <div class="card-body"><strong>Edition:</strong> International</div> </div> </div> <div class="col-sm-3"> <div class="card"> <div class="card-body"><strong>Paper Count:</strong> 2</div> </div> </div> </div> <h1 class="mt-3 mb-3 text-center" style="font-size:1.6rem;">Search results for: hirability</h1> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">2</span> Clothing and Personnel Selection: An Experimental Study to Test the Effects of Dress Style on Hirability Perceptions</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=Janneke%20K.%20Oostrom">Janneke K. Oostrom</a>, <a href="https://publications.waset.org/abstracts/search?q=Richard%20Ronay"> Richard Ronay</a> </p> <p class="card-text"><strong>Abstract:</strong></p> The so called “red sneakers effect” refers to people’s inclination to infer status and competence from signals of nonconformity. In the current research, we explore an untested possible boundary condition to the red sneakers effect within the context of personnel selection. In two experimental studies (total N = 156), we examined how (non)conforming dress style interacts with the quality of a job applicant’s resume to determine hirability perceptions. We found that dress style indeed impacts hirability perceptions, but that the exact impact depends on the quality of the applicant’s resume. Results revealed that applicants with a low quality resume were punished for behaving in a nonconforming way, whereas applicants with a high quality resume appeared to have the leeway to dress as they please. Importantly, the observed interaction effect was mediated by perceptions of power. These findings suggest that nonconforming dress acts as a power-signaling mechanism in the context of personnel selection. However, the signaling effects of non-conforming dress style can backfire when accompanied by evidence that such posturing is not matched by cues of actual competence. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=clothing" title="clothing">clothing</a>, <a href="https://publications.waset.org/abstracts/search?q=hirability" title=" hirability"> hirability</a>, <a href="https://publications.waset.org/abstracts/search?q=nonconformity" title=" nonconformity"> nonconformity</a>, <a href="https://publications.waset.org/abstracts/search?q=personnel%20selection" title=" personnel selection"> personnel selection</a>, <a href="https://publications.waset.org/abstracts/search?q=power" title=" power "> power </a> </p> <a href="https://publications.waset.org/abstracts/77676/clothing-and-personnel-selection-an-experimental-study-to-test-the-effects-of-dress-style-on-hirability-perceptions" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/77676.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">178</span> </span> </div> </div> <div class="card paper-listing mb-3 mt-3"> <h5 class="card-header" style="font-size:.9rem"><span class="badge badge-info">1</span> Technological Approach in Question Formation for Assessment of Interviewees</h5> <div class="card-body"> <p class="card-text"><strong>Authors:</strong> <a href="https://publications.waset.org/abstracts/search?q=S.%20Shujan">S. Shujan</a>, <a href="https://publications.waset.org/abstracts/search?q=A.%20T.%20Rupasinghe"> A. T. Rupasinghe</a>, <a href="https://publications.waset.org/abstracts/search?q=N.%20L.%20Gunawardena"> N. L. Gunawardena</a> </p> <p class="card-text"><strong>Abstract:</strong></p> Numerous studies have determined that there is a direct correlation between the successful interviewee and the nonverbal behavioral patterns of that person during the interview. In this study, we focus on formations of interview questions in such a way that, it gets an opportunity for assessing interviewee through the answers using the nonverbal behavioral cues. From all the nonverbal behavioral factors we have identified, in this study priority is given to the ‘facial expression variations’ with the assistance of facial expression analytics tool; this research proposes a novel approach in question formation for the assessment of interviewees in ‘Software Industry’. <p class="card-text"><strong>Keywords:</strong> <a href="https://publications.waset.org/abstracts/search?q=assessments" title="assessments">assessments</a>, <a href="https://publications.waset.org/abstracts/search?q=hirability" title=" hirability"> hirability</a>, <a href="https://publications.waset.org/abstracts/search?q=interviews" title=" interviews"> interviews</a>, <a href="https://publications.waset.org/abstracts/search?q=non-verbal%20behaviour%20patterns" title=" non-verbal behaviour patterns"> non-verbal behaviour patterns</a>, <a href="https://publications.waset.org/abstracts/search?q=question%20formation" title=" question formation"> question formation</a> </p> <a href="https://publications.waset.org/abstracts/41604/technological-approach-in-question-formation-for-assessment-of-interviewees" class="btn btn-primary btn-sm">Procedia</a> <a href="https://publications.waset.org/abstracts/41604.pdf" target="_blank" class="btn btn-primary btn-sm">PDF</a> <span class="bg-info text-light px-1 py-1 float-right rounded"> Downloads <span class="badge badge-light">318</span> </span> </div> </div> </div> </main> <footer> <div id="infolinks" class="pt-3 pb-2"> <div class="container"> <div style="background-color:#f5f5f5;" class="p-3"> <div class="row"> <div class="col-md-2"> <ul class="list-unstyled"> About <li><a href="https://waset.org/page/support">About Us</a></li> <li><a href="https://waset.org/page/support#legal-information">Legal</a></li> <li><a target="_blank" rel="nofollow" href="https://publications.waset.org/static/files/WASET-16th-foundational-anniversary.pdf">WASET celebrates its 16th foundational anniversary</a></li> </ul> </div> <div 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Search results for: hirability