publication . Article . Other literature type . 2016

Overconfidence in personnel selection: When and why unstructured interview information can hurt hiring decisions

Satoris S. Culbertson; Edgar E. Kausel; Edgar E. Kausel; Hector P. Madrid;
  • Published: 01 Nov 2016 Journal: Organizational Behavior and Human Decision Processes, volume 137, pages 27-44 (issn: 0749-5978, Copyright policy)
  • Publisher: Elsevier BV
Overconfidence is an important bias related to the ability to recognize the limits of one’s knowledge. The present study examines overconfidence in predictions of job performance for participants presented with information about candidates based solely on standardized tests versus those who also were presented with unstructured interview information. We conducted two studies with individuals responsible for hiring decisions. Results showed that individuals presented with interview information exhibited more overconfidence than individuals presented with test scores only. In a third study, consisting of a betting competition for undergraduate students, larger ove...
Persistent Identifiers
free text keywords: Conscientiousness, Job performance, Personnel selection, Unstructured interview, Social psychology, Standardized test, business.industry, business, Predictive validity, Overconfidence effect, Evidence-based management, Psychology
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