The effect of selectors' neuroticism on job application outcomes

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. (C) 2004 Elsevier Ltd. All rights reserved.