Please use this identifier to cite or link to this item: http://dspace.iitrpr.ac.in:8080/xmlui/handle/123456789/4725
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dc.contributor.authorMalik, H.
dc.contributor.authorDhillon, H.
dc.contributor.authorParameshwara, R.
dc.contributor.authorGoecke, R.
dc.contributor.authorSubramanian, R.
dc.date.accessioned2024-10-11T13:16:52Z
dc.date.available2024-10-11T13:16:52Z
dc.date.issued2024-10-11
dc.identifier.urihttp://dspace.iitrpr.ac.in:8080/xmlui/handle/123456789/4725
dc.description.abstractWhile personality traits have been traditionally modeled as behavioral constructs, we novelly posit job hireability as a personality construct. To this end, we examine correlates among personality and hireability measures on the First Impressions Candidate Screening dataset. Modeling hireability as both a discrete and continuous variable, and the big-five OCEAN personality traits as predictors, we utilize (a) multimodal behavioral cues, and (b) personality trait estimates obtained via these cues for hireability prediction (HP). For each of the text, audio and visual modalities, HP via (b) is found to be more effective than (a). Also, superior results are achieved when hireability is modeled as a continuous rather than a categorical variable. Interestingly, eye and bodily visual cues perform comparably to facial cues for predicting personality and hireability. Explanatory analyses reveal that multimodal behaviors impact personality and hireability impressions: e.g., Conscientiousness impressions are impacted by the use of positive adjectives (verbal behavior) and eye movements (non-verbal behavior), confirming prior observations.en_US
dc.language.isoen_USen_US
dc.subjectHireabilityen_US
dc.subjectPersonality traitsen_US
dc.subjectMultimodalen_US
dc.subjectBehavioural cuesen_US
dc.subjectRegressionen_US
dc.subjectClassificationen_US
dc.titleExamining the Influence of Personality and Multimodal Behavior on Hireability Impressionsen_US
dc.typeArticleen_US
Appears in Collections:Year-2023

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