Live
- Man thrashed, thrown off 8th floor of NDMC building in Delhi; 2 held for murder
- Punjab CM Maryam Nawaz reviews police passing out parade in uniform
- RBI issues alert against prepaid payment instruments by illegal entities
- Hackers attacked Indian firms on average 2,444 times per week in last 6 months: Report
- US election outcome not to change direction of South Korea-US alliance: Seoul envoy
- 'Manipur Super 50' scores big in providing opportunities to the state's youth
- L&T Technology Services logs Rs 1,304 crore in net profit in FY24
- Rajya Sainik Board-Kolkata empowers deceased veteran's daughter with mobility
- BJP complains to ECI against Abhishek Banerjee for 'abusive' remarks against party candidate
- IPL 2024: RCB elect to bat first against in-form Sunrisers
Just In
Applying for a new job? Just relax and be yourself during the interview, as a study has found that authenticity is key to securing an employment offer. Researchers, including those from University College London (UCL) in the UK, found that high-quality candidates who strive to present themselves accurately during the interview process significantly increase the likelihood of receiving a job offer
London: Applying for a new job? Just relax and be yourself during the interview, as a study has found that authenticity is key to securing an employment offer. Researchers, including those from University College London (UCL) in the UK, found that high-quality candidates who strive to present themselves accurately during the interview process significantly increase the likelihood of receiving a job offer.
"People are often encouraged to only present the best aspects of themselves at interview so they appear more attractive to employers, but what we have found is that high- quality candidates - the top 10 per cent - fare much better when they present who they really are," said SunYoung Lee from UCL School of Management.
"Unfortunately, the same is not true for poorer quality candidates who can actually damage their chances of being offered the job by being more authentic," said Lee.
The research focused on the concept of 'self- verification', which refers to individuals' drive to be known and understood by others according to their firmly held beliefs and feelings about themselves.
To date, self-verifying behavior was known to positively influence outcomes that unfold over time, such as the process of integration in a new organisation. The research shows, for the first time, that self- verification can have important effects in short-term interpersonal interactions as well, as in the hiring process. "In a job interview, we often try to present ourselves as perfect. Our study proves this instinct wrong," said Celia Moore from Bocconi University in Italy.
"Interviewers perceive an overly polished self- representation as inauthentic and potentially misrepresentative.”But ultimately, if you are a high-quality candidate, you can be yourself on the job market. You can be honest and authentic. And if you are, you will be more likely to get a job," Moore said.
The researchers conducted three studies - two field studies looking at the importance of self-verification for groups of professionals applying for different jobs and a third experimental study testing the mechanism behind the effects observed. In the two field studies, prior to job interviews, candidates reported their self-verification drive, and their quality was evaluated in face-to-face interviews.
The first study investigated a sample of 1,240 teachers from around the globe who applied for placements in the US. The candidates that had been evaluated as high quality had a 51 per cent likelihood of receiving a placement, but this increased to 73 per cent for those who also had a strong drive to self-verify.
The second study replicated this effect in a radically different sample by assessing 333 lawyers applying for positions in a branch of the US military. For this group, high quality candidates increased their chances of receiving a job offer five-fold, from 3 per cent to 17 per cent, if they also had a strong drive to self-verify.
This effect was only seen in high-quality candidates, and for those rated as low-quality, the drive to self-verify weakened their position. The third study was designed to test the mechanism behind this effect. For this, the researchers surveyed 300 people on their self-verification striving and selected those who were extremely high and extremely low in the distribution. The research was published in the Journal of Applied Psychology.
© 2024 Hyderabad Media House Limited/The Hans India. All rights reserved. Powered by hocalwire.com