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Applicant’s Self-Perception after Undergoing Employment Interview Essay

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Introduction
In this day and age, where capitalism and money makes the world go round, it is no wonder why corporations and conglomerates want stay ahead of the competition by hiring the best individuals for the job. These talented pool of workers are the backbone of any organisation and the success of any money-making body is heavily dependent on the quality of the employees. Therefore, it is crucial for these corporations to possess a stringent selection or interview process in order to ensure only the best candidates work for them (Anderson, Bauer, McCarthy, Slagado, & Truxillo, 2012).
Problem Statement
It has already been established that only the best candidates are appointed jobs within a certain organisation upon successfully undergoing the interview. However, this initial notion neglects the underlying element of how applicants perceive themselves during the selection process and how this ultimately affects their performance.
Objectives
The objective of this paper is to examine what factors influence self-perception of applicants undergoing an employment interview, and to identify how applicants’ self-perception affects performance during the selection procedure.
Significance
Malaysia is composed of a multicultural society in which people of different ethnicities and religions living together in peace and harmony under one nation. This is also true within the working sphere as the people working under a company are of diverse ethnic backgrounds. As such, this study can also contribute to corporations in which a multicultural workforce exists.
Moreover, foreign multinational companies are increasingly expanding their economic prowess by opening branches and franchises in this part of the world. This study can...


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...Assessment, in press.
Greenberg, J. (1990) Organizational Justice: Yesterday, today, and tomorrow. Journal of Management, 16, 399–432.
Ployhart, R. E., & Ryan, A. M. (1997). Toward an explanation of applicant reactions: An examination of organizational justice and attribution frameworks. Organizational Behavior and Human Decision Processes, 72: 308–335.
Hausknecht, J. P., Day, V. D., & Thomas, S. C. (2004). Applicant reactions to selection procedures: An updated model and meta-analysis. Retrieved 6th March 2014 from Cornell University, ILR School site: http://digitalcommons.ilr.cornell.edu/articles/125
Chan, D., Schmitt, N., DeShon, R. P., Clause, C. S., & Delbridge, K. 1997. Reactions to cognitive ability tests: The relationships between race, test performance, face validity perceptions, and test-taking motivation. Journal of Applied Psychology, 82: 300–310.



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