In the context of psychology, "interactions with selection" refer to the way in which individual differences influence the way people respond to selection procedures, such as job interviews or academic admissions processes. This concept is often studied in the field of personnel selection and has implications for both applicants and organizations.
For example, if a particular selection procedure is found to disadvantage individuals with certain personality traits, organizations may need to reconsider their use of that procedure or look for alternative methods of selection. Additionally, individuals may need to be aware of their own strengths and weaknesses and seek out opportunities that align with their strengths.
One specific example of interactions with selection is the concept of "stereotype threat." This occurs when individuals from a certain group feel pressure to perform well in a situation where they believe they are being judged based on stereotypes about their group. This can negatively affect their performance and make them less likely to be selected for a position.