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K. Michele Kacmar & Angela M. Young

In: The Employment Interview Handbook

Chapter 13: How Indirect Unfavorable Information is Evaluated

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How Indirect Unfavorable Information is Evaluated
How indirect unfavorable information is evaluated
K. MicheleKacmar
Angela M.Young

Accurately selecting job applicants remains a central issue in human resource management Hiring an applicant who is ineffective can cost the organization time, money, and even goodwill. Given the high stakes of interview decisions, one of the main goals of an interviewer is to find ways during the interview to eliminate unacceptable candidates. Unacceptable candidates in an interviewer's eyes are those who do not perform adequately in the interview. This lack of performance can result from a variety of causes, but is often uncovered when unfavorable information about an applicant is presented. Therefore, the interview has been characterized as a search for negative applicant information (Dipboye, 1992; Webster, 1982).

Past research in negativity ...

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