||406 Drake Centre
Curriculum vitae ►
Google Scholar profile ►
Employment interviews, Applicant impression
management and faking, Use of social networking
websites in selection and recruitment.
Human Resource Management, Personnel Selection, Staffing.
Dr. Nicolas Roulin is an Assistant Professor of Human Resources Management in the Asper School of Business at the University of Manitoba. His research interests are organized around the interactions, strategies, and behaviors of job market actors, especially during the selection process. For instance, he investigates the use and detection of impression management and faking tactics during the selection process, interactions between applicants and interviewers in employment interviews, applicants’ strategies when entering competitive job markets, and the use of social networking websites as selection instruments. His research has been published in journals including the Journal of Applied Psychology, the International Journal of Selection and Assessment, the Journal of Managerial Psychology, and the Journal of Personnel Psychology.
Sept. 12, 2014 - Globe and Mail: "Hiring managers fail to detect deceptive tactics"
Roulin, N., Krings, F., & Binggeli, S. (in press). A dynamic model of applicant faking. Organizational Psychology Review. DOI: 10.1177/2041386615580875
Roulin, N. (2015) Don't throw the baby out with the bathwater: Comparing data quality of crowdsourcing, online panels, and student samples. Industrial and Organizational Psychology: Perspectives on Science and Practice, 8 (2). DOI:10.1017/iop.2015.24
Schneider, L., Powell, D., & Roulin, N. (2015). Cues to deception in the employment interview. International Journal of Selection and Assessment, 23 (2), 182-190. DOI: 10.1111/ijsa.12106
Roulin, N., Bangerter, A. & Levashina, J. (2015). Honest and deceptive impression management in the employment interview: Can it be detected and how does it impact evaluations? Personnel Psychology. 68 (2), 395-444. DOI: 10.1111/peps.12079
Levashina, J., Weekley, J.A., Roulin, N., & Hauck, E.L. (2014) Using blatant extreme responding for detecting faking in high-stakes selection: Construct validity, relationship with general mental ability, and sub-group differences. International Journal of Selection and Assessment, 22 (4), 371-383. DOI: 10.1111/ijsa.12084
Roulin, N., Bangerter, A. & Levashina, J. (2014). Interviewers’ perceptions of impression management in selection interviews. Journal of Managerial Psychology, 29 (2), 141-163. DOI: 10.1108/JMP-10-2012-0295
Roulin, N. (2014). The influence of employers’ use of social networking websites in selection, online self-promotion, and personality on the likelihood of faux pas postings. International Journal of Selection and Assessment, 22 (1), 81-87. DOI: 10.1111/ijsa.12058
Roulin, N., Mayor, E., & Bangerter, A. (2014). How to satisfy and retain employees despite job market shortage? Multilevel predictors of nurses’ job satisfaction and intent to leave. Swiss Journal of Psychology, 73 (1), 13-24. DOI: 10.1024/1421-0185/a000123
Roulin, N., & Bangerter, A. (2013). Extracurricular activities in young applicants’ résumés: What are the motives behind their involvement? International Journal of Psychology, 48 (5), 871-880. DOI: 10.1080/00207594.2012.692793
Roulin, N., & Bangerter, A. (2013). Social networking websites in personnel selection: A signaling perspective on recruiters’ and applicants’ perceptions. Journal of Personnel Psychology, 12 (3), 143-151. DOI: 10.1027/1866-5888/a000094
Roulin, N., & Bangerter, A. (2013). Students’ use of extracurricular activities for positional advantage in competitive job markets. Journal of Education and Work, 26 (1), 21-47. DOI: 10.1080/13639080.2011.623122
Bangerter, A., Roulin, N., & König, C.J. (2012). Personnel selection as a signaling game, Journal of Applied Psychology, 97 (4), 719-738. DOI: 10.1037/a0026078
Roulin, N., & Bangerter, A. (2012). Understanding the academic-practitioner gap for structured interviews: “Behavioral” interviews diffuse, “structured” interviews do not. International Journal of Selection and Assessment, 20 (2), 147-158. DOI: 10.1111/j.1468-2389.2012.00588.x
Roulin, N., & Bangerter, A. (2012). Les livres de conseils: Un moyen de réduire l’incertitude des candidats liée à l’entretien de sélection [Advice books: A way to reducing applicants’ uncertainty about the selection interview]. Psychologie du Travail et des Organisations, 17, 426-444.
Roulin, N., Bangerter, A., & Yerly, E. (2011). The uniqueness effect in selection interviews, Journal of Personnel Psychology, 10 (1), 43-47. DOI: 10.1027/1866-5888/a000024