The Influence of Videoconference Technology and Interview Structure on the Recruiting Function of the Employment Interview: A Field Experiment

This field experiment examined whether interview medium and interview structure affects the attractiveness of organizations, interviewer friendliness and performance. Attractiveness ratings of 25 organizations were provided by 92 real job applicants, assigned to either a face–to–face (FTF) or a videoconference (VC) interview. An interview medium X structure interaction showed FTF applicants were attracted most to organizations who conducted their interviews with less structure, while VC applicants were more attracted to organizations using structured interviews. Interview structure had no effect on applicants’ perception of the interviewer’s performance; however, interviewers’ performance was rated higher for FTF than VC interviews. Applicants were more satisfied with their FTF performance in less structured interviews and more satisfied with their VC performance in highly structured interviews.     

结构化面试中面试官的评分及影响因素

结构化面试是人事选拔中采用的主要评价方法之一。解释结构化面试过程中面试官和应聘者行为反应的理论观点有社会互动理论、拟剧论、行为一致性观点、特质激活理论等。一个完整的结构化面试可以划分为关系建立、题目问答和分数评定三个阶段。在结构化面试中, 面试官的行为从观察、获取、分析、回应应聘者的各种表现信息, 形成初始印象, 到参照面试评分标准评分等, 经历了一系列相互影响的心理过程。影响面试官评分的主要因素包括面试设计因素和考官自身等内部因素, 以及应聘者因素、面试环境因素等外部因素两个方面。结合应聘者反应, 探索面试官评分的心理机制是今后结构化面试研究的突破点。     

EFFECT OF SITUATIONAL INTERVIEWS, CONVENTIONAL STRUCTURED INTERVIEWS, AND TRAINING ON INTERVIEW RATING AGREEMENT: AN EXPERIMENTAL ANALYSIS

The present study examines the degree to which agreement in interviewer ratings may be influenced by training, use of structured conventional interviews, or situational interviews. Results of an experimental study conducted among 42 managers who were experienced as interviewers revealed no training effect on rating agreement, but the impact of the situational format on consistency in assessments of applicant suitability was significant. Implications of these findings for usefulness of situational employment interviews and future research investigating the reliability of situational interview formats are discussed.     

Often biased but rarely in doubt: How initial reactions to stigmatized applicants affect interviewer confidence

Building on a metacognitive framework of heuristic judgments, we investigate the effect of applicant stigma on interviewers’ overconfidence in their (biased) judgments. There were 193 experienced interviewers conducting a face-to-face interview with an applicant who was facially stigmatized or not, and who was visible (traditional interview) or not (partially blind interview), to the interviewer during the rapport-building stage. In traditional interviews, interview judgments of stigmatized applicants were negatively biased, and interviewers reported overconfidence in these judgments. This effect was partially mediated by the interviewer’s professional performance during rapport building. Interview procedure moderated both the direct and indirect effect (through professional performance) of applicant stigma on interviewer confidence. Results show that interviewer (over)confidence in biased judgments is driven by the initial effects of, and reactions to, the stigmatized applicant.     

The Variability of Criterion‐Related Validity Estimates Among Interviewers and Interview Panels

The authors examined differences in criterion‐related validity estimates among ratings from individual interviewers and interview panels within a structured interview. Senior non‐commissioned officers (NCOs) in the U.S. Army (N=64) conducted panel interviews with 944 junior NCOs during a concurrent validation project. Analysis of the data revealed considerable variation in interviewer validity coefficients in relation to multiple performance criteria. Results also indicated the importance of adopting a multivariate perspective when evaluating interviewer validity differences in that the amount of variation in validity coefficients differed both by interview dimension and criterion. A similar pattern of findings emerged when analyses were performed on ratings averaged within interview panel. Nonetheless, when meta‐analysis was used to estimate the amount of true variance in interviewer‐ and panel‐level validity coefficients, most or all of the variance for some interview‐criterion combinations appeared to be due to statistical artifacts.     

ACCURACY OF INTERVIEWER JUDGMENTS OF JOB APPLICANT PERSONALITY TRAITS

This study investigated whether interviewers can assess Big Five personality traits during a job interview. Four raters (self, interviewer, friend, and stranger) assessed the applicant's personality. Results from ratings for 73 applicants demonstrated that interviewer ratings of applicant personality correlate higher with self-ratings ( = .28) than do stranger ratings ( = .09) but less than ratings from close friends ( = .39). However, correlations between interviewer ratings and self-ratings were smaller for the two job-relevant personality traits, Conscientiousness ( = .16, n.s.) and Emotional Stability ( = .17, n.s.) than for the other three personality traits. Variance in ratings suggested the applicants managed their self-presentation on these two traits during the interview. Thus, although interviewers can and do assess personality during the interview, they are not able to assess those traits that would best predict later job success. Finally, the moderating effect of interview design (i.e., structure and content) was assessed. The results revealed that job-relevant interviews, situational interviews, and behavioral interviews did not affect an interviewer's ability to assess personality. Although there was a small (positive) effect for more structured interviews, this affect was modest. The results of this study suggest that future research should examine whether the interview can be designed to assess personality directly, and what the gains to predictive validity are by doing so.     

Popular or unpopular? Therapists' use of structured interviews and their estimation of patient acceptance

An accurate diagnosis is an important precondition for effective psychotherapeutic treatment. The use of structured interviews provides the gold standard for reliable diagnosis. Suppiger et al. (2009) showed that structured interviews have a high acceptance among patients. On a scale from 0 (not at all satisfied) to 100 (totally satisfied) patients rated overall satisfaction with a structured interview at M = 86.55. Nevertheless, therapists rarely seem to use structured interviews in clinical practice. The aim of this study was to assess how frequently therapists use structured interviews in daily practice. Secondly, we hypothesized that therapists underestimate patient acceptance of structured interviews. As a third goal, we explored further reasons why therapists choose not to use structured interviews. We conducted an online survey of 1,927 psychiatrists and psychotherapists in Switzerland and asked them how frequently they used structured interviews and how they estimated patient satisfaction with these interviews. Furthermore, we asked therapists why they chose to use or not use structured interviews. Therapists reported using structured interviews on average with about 15% of their patients. Furthermore, therapists estimated significantly lower patient acceptance than patients themselves indicated (M_therapist = 49.41, M_patient = 86.55). Our data suggest lack of familiarity with these instruments as well as an overestimation of the utility of open clinical interviews as further reasons for not using structured interviews.     

Work style preferences among medical specialties

Strong Interest Inventory Personal Style Scales (SII-PSS) assess people's preferences for work style, learning environment, leadership style, and risk taking. We examined whether the SII-PSS predict medical specialty choice for college students. We administered the scales to 355 students when they began a combined Bachelor of Science/Doctor of Medicine program during the 2003–2005 academic years. Specialty choice was obtained when these students graduated from medical school during 2009–2011 academic years. In the end, 120 students (34%) provided useable data and were included in the analysis. The remaining students either did not graduate from the 6-year BS/MD program or entered preliminary or transitional specialties. Specialties included in the analysis were internal medicine, family medicine, psychiatry, surgery, pediatrics, emergency medicine, anesthesiology, and obstetrics/gynecology. Work style was the only PSS variable that showed differences across various specialties. A MANOVA showed that the work style scale was significantly different across various specialties (p < .05, Bonferroni correction p < .006). Students who went into internal medicine scored significantly higher on working with people rather than ideas or things (X = 53.08, SD = 8.90) compared to students who went into surgery (X = 46.25, SD = 7.44, F = 6.83) or anesthesiology (X = 42.38, SD = 5.15, F = 10.70). Students who entered obstetrics/gynecology also scored significantly higher on working with people (X = 54.25, SD = 7.62) than students who entered anesthesiology (X = 42.38, SD = 5.15, F = 12.13). In the realm of medical specialties, preferences for working with people versus things may underlie choices between the group of medical specialties categorized as primary-care versus those categorized as surgical and as technical specialties.     

Digit ratio and celebrity worship

The current study tested the hypothesis that digit ratios would be associated with celebrity worship, especially among adolescents. Our sample consisted of 45 male and 61 female participants aged 12-14 years (M = 13.20, SD = 0.71). We measured the digit ratios on the participants’ right hands and used the 23 items of the revised Celebrity Attitude Scale (CAS) to explore the degree to which participants engaged in celebrity worship. The average digit ratio was 0.95 (SD = 0.04) among male participants and 0.97 (SD = 0.05) among female participants. The mean CAS scores were 50.06 (SD = 20.63) for male participants and 64.49 (SD = 18.04) for female participants. The digit ratios for the entire sample were positively correlated with CAS scores (r = 0.29, p < 0.005). However, the digit ratios were positively correlated with CAS scores among female (r = 0.51, p < 0.001) but not male (r = −0.13, p = .394) participants. Our research found evidence of a significant positive correlation between 2D:4D ratios and celebrity worship in females but not in males, which indicated that females with lower digit ratios were less likely to worship celebrities.     

DEVELOPING A NOMOLOGICAL NETWORK FOR INTERVIEW STRUCTURE: ANTECEDENTS AND CONSEQUENCES OF THE STRUCTURED SELECTION INTERVIEW

A review by Campion, Palmer, and Campion (1997) identified 15 elements of interview structure and made predictions regarding how applicants and interviewers might react to these elements. In this 2-sample field survey of 812 interviewees and 592 interviewers from over 502 organizations, interview structure was best described by 4 dimensions: (a) Questioning Consistency, (b) Evaluation Standardization, (c) Question Sophistication, and (d) Rapport Building. Interviewers with formal training and those with a selection rather than recruiting focus employed higher levels of interview structure. In addition, reactions to increased structure were mixed. Both higher structure (Question Sophistication) and lower structure (Rapport Building) were positively related to interviewer reactions. Less than 34% of interviewers had any formal interview training. However, interviewers were confident that they could identify the best candidates regardless of the amount of interview structure employed. Applicants reacted negatively to the increased perceived difficulty of structured interviews, but perceptions of procedural justice were not affected by interview structure.     

An Uncontrolled Examination of a 5-Day Intensive Treatment for Pediatric OCD

This study examined the feasibility of a 5-day intensive treatment for pediatric obsessive-compulsive disorder (OCD). Fifteen children with OCD received a week-long treatment based on exposure and response prevention (ERP). The intervention also emphasized teaching children and parents how to conduct ERP independently at home. All families completed the week-long treatment and symptoms improved significantly as measured by self- and parent-report forms, as well as the Children's Yale-Brown Obsessive-Compulsive Scale, F(2, 22) = 45.67, p < .05. Total CY-BOCS scores decreased significantly from pretreatment (M = 28.00, SD = 4.24) to posttreatment [M = 16.00, SD = 6.0, F(1, 11) = 34.38, p < .05] and from posttreatment to 5-month follow-up [M = 11.5, SD = 7.3; F(1, 11) = 12.94, p < .05]. This level of improvement was consistent with other intensive treatments for pediatric OCD. The study suggests that the 5-day program is a promising treatment for children with OCD who do not have access to local providers.     

INDIVIDUAL DIFFERENCES IN INTERVIEWER RATINGS: THE IMPACT OF STANDARDIZATION, CONSENSUS DISCUSSION, AND SAMPLING ERROR ON THE VALIDITY OF A STRUCTURED INTERVIEW

This research investigated empirical issues regarding the validity of individual interviewers'( N = 62) ratings collected after a structured interview. Each interviewer rated an average of 25 interviewees. One hypothesis examined but not supported was that systematic interviewer errors will attenuate interview validity when data are aggregated across interviewers. Also investigated was the validity of ratings averaged across interviewers compared to consensus ratings; consensus ratings were shown to have significantly but probably not practically higher validities. Third, a meta-analysis of individual interviewer validities revealed that all of the variance in validities could be attributed to sampling error. Results and implications are discussed.     

Focussing on overexcitabilities: Studies with intellectually gifted and academically talented adults

The concept of “overexcitability” has recently become popular within the field of giftedness and talent research. Some authors argue that overexcitability questionnaires can be used to identify gifted/talented individuals. A sample of intellectually gifted adults (n = 96; mean age: 31.4; SD = 0.3) was compared to a sample of adults of average intelligence (n = 91; mean age: 31.4; SD = 0.4). Additionally, a sample of 123 high achievers (mean age = 30.5; SD = 0.3) was compared to 97 average achievers (mean age: 30.5; SD = 0.3). The “Overexcitability Questionnaire-Two” was used to assess emotional, imaginational, intellectual, psychomotor, and sensual overexcitability. The gifted adults scored statistically significantly higher on “intellectual overexcitability” (d = .42). High and average achievers differed statistically significantly in “intellectual overexcitability” (d = .56) and “sensual overexcitability” (d = .32). For the giftedness sample, the accuracy of group membership prediction (gifted/non-gifted) via discriminant analyses was 60.4%. For the performance sample, the accuracy was 63.4%. The observed differences in the overexcitabilities were small; the risk of misclassification is too big to attempt to identify gifted or high achieving adults solely on the basis of overexcitability scores.     

Children’s eyewitness memory: A comparison of two interviewing strategies as realized by forensic professionals

A critical issue for developmental psychology is how to obtain accurate and complete eyewitness memory reports from preschoolers without offering suggestions that might result in false allegations. We examined effects of two interviewing strategies (police/verbal interviews and clinician/prop-assisted interviews) on young children’s reports about a medical examination. A total of 58 4-year-olds participated in the study, which conformed to a 2 (Interview Type) × 2 (Number of Interviews) factorial design. Analyses revealed that interviewers spent less time off topic and asked more free recall questions in the police/verbal interviews than in the clinician/prop-assisted interviews. Compared with police/verbal interviews, clinician/prop-assisted interviews resulted in significantly more correct rejections and commission errors in children’s memory reports. However, on a final free recall test, error rates were comparable across conditions. Higher child verbal intelligence predicted memory accuracy in police/verbal interviews, and greater parental attachment anxiety predicted children being asked a higher number of misleading questions. The study provides new insights into interview techniques that promote preschoolers’ accurate eyewitness reports.     

An empirical examination of sex differences in scoring preschool children's aggression

Sex differences in adults’ observations and ratings of children’s aggression was studied in a sample of preschool children (N = 89, mean age = 44.00 months, SD = 8.48). When examining the direct observations made by trained observers, male observers, relative to female observers, more frequently recorded aggressive bouts, especially of boys. On rating scales assessing aggression, trained male raters also gave higher aggressive ratings than female raters. Lastly, we compared the ratings of trained female raters and female teachers on the same scale and found no differences. Results are discussed in terms male raters’ and observers’ prior experiences in activating their experiential schemata where males’ greater experience in aggression, relative to that of females, leads them to perceive greater levels of aggression.     

面试考官的权重策略对评分和录用的影响

从个体水平研究面试考官的有效性是面试研究的一个热点问题．本研究对面试考官权重策略的类型及类型的比较进行了实证研究。研究运用线性规划策略捕捉方法,分析了公务员考试中28名考官在结构化面试和无领导小组讨论中的权重策略,研究了权重策略对评分和录用的影响,结果发现：（1）在结构化面试中存在三种策略,在无领导小组讨论中存在两种策略,这些策略大部分是规范的（符合评分规则的要求）,它们会随面试情景发生变化;（2）权重策略影响了考官的评分区分度和最终考生的录用结果,规范性策略具有较高的区分度和录用预测效度。研究最后对结果的理论和实践意义进行了讨论。     

The relation between antisocial personality and the perceived ability to deceive

The current study investigated relations between the perceived ability to deceive and the Dark Triad personality traits in two samples. In study 1, the sample consisted of 1074 participants (329 male, 745 female) aged 17–71 years (M = 22.96, SD = 6.92). Participants completed the perceived ability to deceive scale, in which they were asked to estimate the percentage of people who are worse at lying than they are in a number of situations. Participants also completed the Short-D3 – a measure of the Dark Triad personality traits. As expected, correlational analyses demonstrated that Machiavellianism was most highly correlated with the perceived ability to deceive (r = .41), followed by psychopathy (r = .35), and narcissism (r = .33). These findings were replicated in study 2, which consisted of 1448 undergraduate students (498 males, 947 females, 3 other), aged 18–43 (M = 18.35, SD = 1.77). Study 2 also investigated the association of the Dark Triad and perceived ability to deceive with dimensions of the Big Five model of personality. Implications are discussed.     

Assessing personality with a structured employment interview: construct-related validity and susceptibility to response inflation

The authors evaluated the extent to which a personality-based structured interview was susceptible to response inflation. Interview questions were developed to measure facets of agreeableness, conscientiousness, and emotional stability. Interviewers administered mock interviews to participants instructed to respond honestly or like a job applicant. Interviewees completed scales of the same 3 facets from the NEO Personality Inventory, under the same honest and applicant-like instructions. Interviewers also evaluated interviewee personality with the NEO. Multitrait-multimethod analysis and confirmatory factor analysis provided some evidence for the construct-related validity of the personality interviews. As for response inflation, analyses revealed that the scores from the applicant-like condition were significantly more elevated (relative to honest condition scores) for self-report personality ratings than for interviewer personality ratings. In addition, instructions to respond like an applicant appeared to have a detrimental effect on the structure of the self-report and interview ratings, but not interviewer NEO ratings.     

A PRACTITIONER-BASED ANALYSIS OF INTERVIEWER JOB EXPERTISE AND SCALE FORMAT AS CONTEXTUAL FACTORS IN SITUATIONAL INTERVIEWS

Since the first published Situational Interview (SI) study (Latham, Saari, Pursell, & Campion, 1980), research has shown practical and psychometric support for the usefulness of this behavioral interview method. However, such studies have often failed to distinguish the effects of "interview context" factors, such as the SI's behaviorally anchored scale and the use of job expert interviewers on SI ratings. To aid HR managers interested in adopting a behavioral interview system, this study examined the contributions of the SI's behaviorally anchored scale and the interviewer's job expertise to the interrater agreement and accuracy of ratings of situational questions. Two police samples (job content experts) and a student sample (naive raters) showed that ratings of videotaped interviews for police sergeant/lieutenant positions based on the SI scale were significantly superior to those gained using a more traditional rating format, and that job experts did not produce better ratings than naive raters.