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Resume = Resume? The effects of blockchain, social media, and classical resumes on resume fraud and applicant reactions to resumes
Computers in Human Behavior ( IF 9.0 ) Pub Date : 2021-01-01 , DOI: 10.1016/j.chb.2020.106573
Pia V. Ingold , Markus Langer

Abstract Resumes are a ubiquitous first hurdle in hiring processes. Applicants' resume fraud behavior and applicants' reactions to selection methods can therefore influence all subsequent selection stages. In addition to classical resumes, professional social media resumes and blockchain resumes emerge as alternative resume formats. In two online studies, this paper investigates whether differing characteristics of classical, social media, and blockchain resumes affect applicant fraud behavior and reactions (e.g., perceived fairness) to the resume formats. We further investigate if differing reactions consequently influence perceived organizational attractiveness of the hiring organization using the respective resume format. In a between-subjects design, Study 1 examined potential applicants' resume fraud behavior and reactions towards the resume formats. Study 2 parallels Study 1 in a sample of actual human resource managers. In both studies, the resume format had negligible effects on expected fraud behavior, with participants expecting only slightly more fraud behavior in social media resumes. In both samples, the novel resume formats triggered less favorable reactions and led to lower organizational attractiveness, calling for caution when considering novel resume formats for hiring. Finally, exploratory findings revealed that the processes through which the novel resume formats negatively affected organizational attractiveness differed between applicants and human resource managers.

中文翻译:

继续 = 继续?区块链、社交媒体和经典简历对简历造假和求职者对简历反应的影响

摘要 简历是招聘过程中无处不在的第一个障碍。因此,申请人的简历欺诈行为和申请人对选择方法的反应会影响所有后续的选择阶段。除了经典的简历,专业的社交媒体简历和区块链简历也作为替代简历形式出现。在两项在线研究中,本文调查了经典简历、社交媒体简历和区块链简历的不同特征是否会影响求职者的欺诈行为和对简历格式的反应(例如,感知公平性)。我们使用各自的简历格式进一步调查不同的反应是否会因此影响招聘组织的组织吸引力。在学科间设计中,研究 1 检查了潜在申请人的 简历欺诈行为和对简历格式的反应。研究 2 在实际人力资源经理的样本中与研究 1 相似。在这两项研究中,简历格式对预期欺诈行为的影响可以忽略不计,参与者预计社交媒体简历中的欺诈行为只会略有增加。在这两个样本中,新颖的简历格式引发的反应不太好,并导致组织吸引力降低,因此在考虑招聘的新颖简历格式时要谨慎。最后,探索性发现表明,新的简历格式对组织吸引力产生负面影响的过程在申请人和人力资源经理之间有所不同。简历格式对预期欺诈行为的影响可以忽略不计,参与者预计社交媒体简历中的欺诈行为只会略有增加。在这两个样本中,新颖的简历格式引发的反应不太好,并导致组织吸引力降低,因此在考虑招聘的新颖简历格式时要谨慎。最后,探索性发现表明,新的简历格式对组织吸引力产生负面影响的过程在申请人和人力资源经理之间有所不同。简历格式对预期欺诈行为的影响可以忽略不计,参与者预计社交媒体简历中的欺诈行为只会略多。在这两个样本中,新颖的简历格式引发的反应不太好,并导致组织吸引力降低,因此在考虑招聘的新颖简历格式时要谨慎。最后,探索性发现表明,新的简历格式对组织吸引力产生负面影响的过程在申请人和人力资源经理之间有所不同。在考虑用于招聘的新颖简历格式时需要谨慎。最后,探索性发现表明,新的简历格式对组织吸引力产生负面影响的过程在申请人和人力资源经理之间有所不同。在考虑用于招聘的新颖简历格式时需要谨慎。最后,探索性发现表明,新的简历格式对组织吸引力产生负面影响的过程在申请人和人力资源经理之间有所不同。
更新日期:2021-01-01
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