Where to Seat the Applicant? How Spatial Distance Influences the Effect of Self-Promotion on Interviewer Evaluations

Research output: Contribution to journalArticleAcademicpeer-review

Abstract

In high-stakes contexts such as job interviews, people seek to be evaluated favorably by others and they attempt to accomplish such favorable judgments particularly through self-promotional behaviors. We sought to examine the persuasiveness of job candidates' self-promotion by examining job applicants' subjective hireability from the perspective of construal-level theory. Construal-level theory states that perceptions occur from different levels of psychological distance (i.e., distal vs. proximal). This distance is created by other dimensions of distance (e.g., spatial or social distance) and affects how individuals construe incoming information. From a large distance, people more readily process abstract information, whereas from a close distance, people more readily process concrete information. Specifically, construal compatibility occurs when abstract versus concrete features of a stimulus match the psychological distance experienced by message-recipients. Construal compatibility (vs. incompatibility) makes evaluations (e.g., of messages) more favorable. To apply this principle to self-promotion, we created self-promotional videos of a job interview, in which the applicant sat either far away from or close to the hiring manager (manipulating psychological distance); the applicant, then, used either direct or indirect self-promotion (manipulating message construal level). The results showed participants reported stronger intention to hire the applicant when distance matched (vs. did not match) the type of self-promotion the applicant used.

Original languageEnglish
Pages (from-to)448-456
Number of pages9
JournalJournal of Applied Social Psychology
Volume48
Issue number8
DOIs
Publication statusPublished - Aug 2018

Keywords

  • IMPRESSION MANAGEMENT TACTICS
  • CONSTRUAL LEVEL
  • JOB INTERVIEWS
  • MODERATING ROLE
  • ABSTRACTION
  • DECISIONS
  • JUDGMENTS
  • FUTURE
  • CONSEQUENCES
  • PROBABILITY

Cite this

@article{93da4731516a455ca1570d97ad254b6a,
title = "Where to Seat the Applicant? How Spatial Distance Influences the Effect of Self-Promotion on Interviewer Evaluations",
abstract = "In high-stakes contexts such as job interviews, people seek to be evaluated favorably by others and they attempt to accomplish such favorable judgments particularly through self-promotional behaviors. We sought to examine the persuasiveness of job candidates' self-promotion by examining job applicants' subjective hireability from the perspective of construal-level theory. Construal-level theory states that perceptions occur from different levels of psychological distance (i.e., distal vs. proximal). This distance is created by other dimensions of distance (e.g., spatial or social distance) and affects how individuals construe incoming information. From a large distance, people more readily process abstract information, whereas from a close distance, people more readily process concrete information. Specifically, construal compatibility occurs when abstract versus concrete features of a stimulus match the psychological distance experienced by message-recipients. Construal compatibility (vs. incompatibility) makes evaluations (e.g., of messages) more favorable. To apply this principle to self-promotion, we created self-promotional videos of a job interview, in which the applicant sat either far away from or close to the hiring manager (manipulating psychological distance); the applicant, then, used either direct or indirect self-promotion (manipulating message construal level). The results showed participants reported stronger intention to hire the applicant when distance matched (vs. did not match) the type of self-promotion the applicant used.",
keywords = "IMPRESSION MANAGEMENT TACTICS, CONSTRUAL LEVEL, JOB INTERVIEWS, MODERATING ROLE, ABSTRACTION, DECISIONS, JUDGMENTS, FUTURE, CONSEQUENCES, PROBABILITY",
author = "Bert Schreurs and Melvyn Hamstra and Mien Segers and Katharina Schmitte",
note = "Data available upon request to Kathi Schmidt",
year = "2018",
month = "8",
doi = "10.1111/jasp.12524",
language = "English",
volume = "48",
pages = "448--456",
journal = "Journal of Applied Social Psychology",
issn = "0021-9029",
publisher = "Wiley",
number = "8",

}

Where to Seat the Applicant? How Spatial Distance Influences the Effect of Self-Promotion on Interviewer Evaluations. / Schreurs, Bert; Hamstra, Melvyn; Segers, Mien; Schmitte, Katharina.

In: Journal of Applied Social Psychology, Vol. 48, No. 8, 08.2018, p. 448-456.

Research output: Contribution to journalArticleAcademicpeer-review

TY - JOUR

T1 - Where to Seat the Applicant? How Spatial Distance Influences the Effect of Self-Promotion on Interviewer Evaluations

AU - Schreurs, Bert

AU - Hamstra, Melvyn

AU - Segers, Mien

AU - Schmitte, Katharina

N1 - Data available upon request to Kathi Schmidt

PY - 2018/8

Y1 - 2018/8

N2 - In high-stakes contexts such as job interviews, people seek to be evaluated favorably by others and they attempt to accomplish such favorable judgments particularly through self-promotional behaviors. We sought to examine the persuasiveness of job candidates' self-promotion by examining job applicants' subjective hireability from the perspective of construal-level theory. Construal-level theory states that perceptions occur from different levels of psychological distance (i.e., distal vs. proximal). This distance is created by other dimensions of distance (e.g., spatial or social distance) and affects how individuals construe incoming information. From a large distance, people more readily process abstract information, whereas from a close distance, people more readily process concrete information. Specifically, construal compatibility occurs when abstract versus concrete features of a stimulus match the psychological distance experienced by message-recipients. Construal compatibility (vs. incompatibility) makes evaluations (e.g., of messages) more favorable. To apply this principle to self-promotion, we created self-promotional videos of a job interview, in which the applicant sat either far away from or close to the hiring manager (manipulating psychological distance); the applicant, then, used either direct or indirect self-promotion (manipulating message construal level). The results showed participants reported stronger intention to hire the applicant when distance matched (vs. did not match) the type of self-promotion the applicant used.

AB - In high-stakes contexts such as job interviews, people seek to be evaluated favorably by others and they attempt to accomplish such favorable judgments particularly through self-promotional behaviors. We sought to examine the persuasiveness of job candidates' self-promotion by examining job applicants' subjective hireability from the perspective of construal-level theory. Construal-level theory states that perceptions occur from different levels of psychological distance (i.e., distal vs. proximal). This distance is created by other dimensions of distance (e.g., spatial or social distance) and affects how individuals construe incoming information. From a large distance, people more readily process abstract information, whereas from a close distance, people more readily process concrete information. Specifically, construal compatibility occurs when abstract versus concrete features of a stimulus match the psychological distance experienced by message-recipients. Construal compatibility (vs. incompatibility) makes evaluations (e.g., of messages) more favorable. To apply this principle to self-promotion, we created self-promotional videos of a job interview, in which the applicant sat either far away from or close to the hiring manager (manipulating psychological distance); the applicant, then, used either direct or indirect self-promotion (manipulating message construal level). The results showed participants reported stronger intention to hire the applicant when distance matched (vs. did not match) the type of self-promotion the applicant used.

KW - IMPRESSION MANAGEMENT TACTICS

KW - CONSTRUAL LEVEL

KW - JOB INTERVIEWS

KW - MODERATING ROLE

KW - ABSTRACTION

KW - DECISIONS

KW - JUDGMENTS

KW - FUTURE

KW - CONSEQUENCES

KW - PROBABILITY

U2 - 10.1111/jasp.12524

DO - 10.1111/jasp.12524

M3 - Article

VL - 48

SP - 448

EP - 456

JO - Journal of Applied Social Psychology

JF - Journal of Applied Social Psychology

SN - 0021-9029

IS - 8

ER -