Job interviews: chameleons in personality tests?
Insights from research at HEC Lausanne – How will applicants behave when the professional stakes are high and fitting in with a corporate culture increases the likelihood of getting the job? How far will they be prepared to go to increase their chances? Professor Franciska Krings from HEC Lausanne (UNIL) and her co-author lift the veil on the chameleons of job interviews.
Competition on the job market is often very fierce. Inevitably, applicants will try to show themselves in the best light to give themselves the best chance of success.
The research done by Professor Krings in this area shows the extent to which applicants are capable of distorting their results on personality tests to meet employers’ expectations.
Given the evidence that a good match between the employee’s values, behaviour and character and the corporate culture drives better performance at work, employers would be wise to incorporate this assessment criterion into their recruitment process.
So, at the end of the day, who is really hiding behind the profiles analysed by these tests? Are they actually chameleons?
Find out more in the article by Prof. Franciska Krings published on HEC Lausanne’s research blog, HECimpact.
Get to know more about:
- Prof. Franciska Krings: Franciska Krings is Full Professor of Organizational Behavior at HEC Lausanne, University of Lausanne. Her research focuses on workforce diversity and discrimination, biases in personnel decision making, social justice, and (non) ethical behaviors.
- Department of Organizational Behavior: The Department of Organizational Behavior carries out advanced research on individual and group behavior and decision-making in businesses. The department aims at developing knowledge to help organizations improve their efficiency and their employees’ well-being.
par HEC Communication