The uniqueness effect was first introduced by Sndyer and Fromkin in 1977. Roulin et. al. (2011) has taken their definition and adapted it to personnel selection. Roulin et. al. define the uniqueness effect as "the effect of an applicant's distinctive characteristics or answers on recruiter's evaluations and decisions in the selection process (p.44)."
79 participants were recruited from a swiss university. 85% of the participants were masters students and 15% were senior bachelor students. Participants were asked to read one of two types of job descriptions, a creative position (marketing) and a less creative position (accounting). Following reviewing the descriptions, participants read four transcribed answers to interview questions. The transcriptions were obtained from four mock interviews from male job seekers. Questions included:
- Tell me about yourself
- What is your main weakness?