An Empirical Study Of Recruiter’s Personality And Performance Biases On Applicant’s Evaluations

With the rapid development of our economy and the continuous improvement ofliving standards, people need to keep up with the pace of economic and socialdevelopment. A feasible solution is broadening University enrollment, which alsocaused a rising number of graduates. The employment of college students has becomeone of the most difficult problems in our society. Recruitment, job search become thecurrent hot topic. And some negative reports, the unfair factors, the recruiter’s biasesbecome the most concerned focuses, and also the most popular keywords on theinternet.This study makes a thorough research on the biases of recruiters especially onpersonality and performance with the methods such as literature analysis, questionnaireinvestigation. There are altogether4study contents: the existence of recruiters’ biases,the influence for applicants when the recruiters with the personality and performancebiases, the posts’ influence on the recruiters’ decision and the influence of the biascorrection on the recruiters’ evaluation.The conclusions of this study are as follows:(1) In the recruitment process, the recruiters’ personality bias will significantlyaffect the evaluation for applicants, especially for the applicants who have the oppositepersonality with the recruiters’. There is significant difference between personalitybiased recruiters and personality non-biased recruiters. Outgoing applicants scoredhigher than introverts applicants.(2) In the recruitment process, there is no influence on the evaluation for applicantswhen the recruiters have performance bias. There is no significant differences betweenperformance biased recruiters and performance non-biased recruiters. outstandingapplicants scored higher than common applicants(3) When not considering the recruiters’ biases, there is no interaction betweenpersonality and performance. When considering the recruiters’ bias, there is a significantdifference for different types of applicants. When applicants’ performance is ordinary,personality biased recruiters tend to give high scores to the outgoing applicants, andthe personality non-biased recruiters five the fair score for both introverted andextroverted applicants; when applicants have excellent grades, there were no significantdifferences in personality biased recruiters and personality non-biased recruiters. (4) No matter whether the recruiters have biases or not, and regardless ofapplicants’ introverted or extroverted personality, all recruiters tend to give high scoresto good performance applicants.(5) The post factor has some influence on the evaluation for different personalityapplicants under the judgment of personality biased recruiters. For the introvertedapplicants, technical post on the score significantly higher than generalmanagement.The post factor has no influence on the evaluation for differentperformance applicants.In any case, the applicants with excellent grades aresignificantly higher than the scores of ordinary applicants.(6) The bias correction has a good effect to reduce recruiters’ personality bias whenunder the Comprehensive management positions. But for technical post, correctioneffect is not significant.The bias correction has a no effect to reduce recruiters’performance bias, but the main effect for performance results significantly, andinteraction between performance and correction is not significant.