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).
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.
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.
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 further assist these multinational conglomerates on a global scale as it may also be applied to their respective countries.
Besides that, due to increasing competition in the market, organisations cannot afford to lose out on the best prospective employees in order to not be left behind by their rivals. Apart from hiring the best talent possible, employers must be able to fully harness the potential that these candidates possess. Therefore, knowledge pertaining to understanding applicants’ self-perception after undergoing an employment interview is crucial to any company looking to establish their dominance in the market for the long haul.
Among the factors that influence applicants’ self-perception is selection systems (Truxillo & Fraccaroli, 2011). Furthermore, the outcome or how well job candidates perform in the interview is a major contributor to their self-worth (Anderson, 2010; Ployhart & Ryan, 1997). Based on another research, the interview process also influences how applicants perceive themselves (Anderson, Salgado, & Hulsheger, 2010). Moreover, Gilliland (1993) suggested that knowledge of the selection process reduces any aversive thoughts or feelings that the candidate may have...