Anchoring, personality and experience influences on CV judgements
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- Title
- Anchoring, personality and experience influences on CV judgements
- Creator
- Anna Snowman
- Supervisor
- Dr. Justyna Kucharska.
- Date
- 2016
- Abstract
- Background/Information: CV judgements are based on a limited amount of information, and mental shortcuts (heuristics) are used to form rapid judgements. The anchoring heuristic biases judgement towards previously suggested values, with personality and experience affecting susceptibility. Aim: The study investigated anchoring biases on CV judgements, accounting for personality factors and level of experience. Participants: Total participants (n=202: 121 females, 80 males, 1 other), Mage = 37.00, SD=9.52, age range: 21-77) were recruited through snowball and convenience sampling. Method: Participants were randomly assigned across three experimental conditions (high anchor, low anchor, control). All participants completed a SurveyMonkey questionnaire where they rated a CV based on its suitability for a given job description. Conditions contained the same CV but different anchors. CV shortlisting experience and personality were also measured. Results: An Independent Samples t-test found a significant anchoring effect, suggesting individuals are prone to anchoring biases when judging CVs. Pearsons Correlation Analysis indicated a small positive correlation between neuroticism and anchoring susceptibility, and those high in agreeableness and neuroticism also biased CV ratings towards higher values in general. ANCOVA analysis showed no interaction effects between the anchor condition and level of experience after accounting for personality. Conclusions/Implications: Organisations may wish to use those less susceptible to anchoring and biased judgements to shortlist CVs, specifically those lower in neuroticism and agreeableness. Future research might investigate verbal anchors to increase ecological validity, as well as explore anchoring effects on judgements of social media networking sites, as they are increasingly incorporated into recruitment decisions.
- Subject
- Employee selection|Psychology, Industrial||
- Psychology
- Extent
- 85 pages ; 31 cm
- Format
- Publisher
- Regent's University London
- degree
- MSc Psychology
- Language
- English
- Date Issued
- 2016
- Type
- Thesis & Dissertation
- Rights Holder
- Regent's University London & Anna Snowman
- Item sets
- Theses or Dissertation