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The nonlinear relationship between atypical applicant experience and hiring: The red flags perspective
Heidi M Wechtler1, Colin I S G Lee2, Mariano L M Heyden3
1Newcastle Business School.
The Journal of Applied Psychology
|September 30, 2021
Summary
Hiring managers may view atypical job applicant experience as "red flags," potentially hindering interviews and hires. This study suggests typical experience levels are often favored, even for highly qualified candidates.
Area of Science:
- Organizational Psychology
- Human Resource Management
- Labor Economics
Background:
- Hiring managers frequently assess candidates with varied experience levels.
- Limited research exists on how atypical applicant experience influences hiring decisions.
Purpose of the Study:
- To investigate the link between under/over-experience and interview/hiring likelihood.
- To introduce and test the
- Main_Methods
Main Methods:
- Analysis of a unique dataset comprising 53,194 résumés and application forms.
- Examination of applicant experience across occupational, general work, educational, and life domains.
- Application of attribution theory to understand hiring manager judgments.
Main Results:
- Results generally support the
- Conclusions
Conclusions:
- Atypical experience levels can function as
- Purpose_of_the_Study
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