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Managerial Valuation of Applicant Credentials and Personal Traits in Hiring Decisions


  • Jones, James R.

    () (University of Nebraska Omaha)

  • Co, Catherine Y.

    () (University of Nebraska Omaha)

  • Harter, James K.

    () (The Gallup Organization)

  • Yun, Myeong-Su

    () (Inha University)


We study how managers value applicant credentials and personal traits in hiring decisions. Using the ordered probit model, we confirm previous results – managers rank applicant traits higher than credentials. However, we also uncover patterns not previously observed – managerial valuations of some of these characteristics are dependent on managers' perception of the overall state of the economy, on firm and immediate workplace characteristics, and on managers' personal characteristics. Manager valuations of credentials vary with a large number of factors; this is not so for applicant personal traits. This is not surprising as most managers view the five traits considered "as extremely important."

Suggested Citation

  • Jones, James R. & Co, Catherine Y. & Harter, James K. & Yun, Myeong-Su, 2011. "Managerial Valuation of Applicant Credentials and Personal Traits in Hiring Decisions," IZA Discussion Papers 5684, Institute for the Study of Labor (IZA).
  • Handle: RePEc:iza:izadps:dp5684

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    personality; credentials; hiring practices; ordered probit;

    JEL classification:

    • J29 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Other
    • M12 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Business Administration - - - Personnel Management; Executives; Executive Compensation
    • C21 - Mathematical and Quantitative Methods - - Single Equation Models; Single Variables - - - Cross-Sectional Models; Spatial Models; Treatment Effect Models

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