UCL Discovery
UCL home » Library Services » Electronic resources » UCL Discovery

The advantage of being Oneself: The role of applicant self-verification in organizational hiring decisions

Lee, SY; Moore, C; Kim, K; Cable, D; (2017) The advantage of being Oneself: The role of applicant self-verification in organizational hiring decisions. Journal of Applied Psychology , 102 (11) pp. 1493-1513. 10.1037/apl0000223. Green open access

[thumbnail of APL-2014-0428_R5.pdf]
Preview
Text
APL-2014-0428_R5.pdf - Accepted version

Download (1MB) | Preview

Abstract

In this paper, we explore whether individuals who strive to self-verify flourish or flounder on the job market. Using placement data from 2 very different field samples, we found that individuals rated by the organization as being in the top 10% of candidates were significantly more likely to receive a job offer if they have a stronger drive to self-verify. A third study, using a quasi-experimental design, explored the mechanism behind this effect and tested whether individuals who are high and low on this disposition communicate differently in a structured mock job interview. Text analysis (LIWC) of interview transcripts revealed systematic differences in candidates’ language use as a function of their self-verification drives. These differences led an expert rater to perceive candidates with a strong drive to self-verify as less inauthentic and less misrepresentative than their low self-verifying peers, making her more likely to recommend these candidates for a job. Taken together, our results suggest that authentic self-presentation is an unidentified route to success on the job market, amplifying the chances that high-quality candidates can convert organizations’ positive evaluations into tangible job offers. We discuss implications for job applicants, organizations, and the labor market. (PsycINFO Database Record (c) 2017 APA, all rights reserved)

Type: Article
Title: The advantage of being Oneself: The role of applicant self-verification in organizational hiring decisions
Open access status: An open access version is available from UCL Discovery
DOI: 10.1037/apl0000223
Publisher version: https://doi.org/10.1037/apl0000223
Language: English
Additional information: This version is the author accepted manuscript. For information on re-use, please refer to the publisher’s terms and conditions.
UCL classification: UCL
UCL > Provost and Vice Provost Offices > UCL BEAMS
UCL > Provost and Vice Provost Offices > UCL BEAMS > Faculty of Engineering Science
UCL > Provost and Vice Provost Offices > UCL BEAMS > Faculty of Engineering Science > UCL School of Management
URI: https://discovery.ucl.ac.uk/id/eprint/1559625
Downloads since deposit
1,276Downloads
Download activity - last month
Download activity - last 12 months
Downloads by country - last 12 months

Archive Staff Only

View Item View Item