THE EMPLOYMENT INTERVIEW: A SUMMARY AND REVIEW OF RECENT RESEARCH1

After a quick recapitulation of previous reviews of the employment interview, recent research from about 1975 is reviewed and summarized. Research dealing with the reliability and validity of the interview, methodological issues, decision making, interviewer training, minority characteristics, nonverbal behavior, interviewee characteristics, and interviewee training is summarized. Trends and directions are noted, suggestions for further research extended, and a discussion of why persistence in the use of interview exists is presented.     

RELATIVE CONTRIBUTIONS OF VERBAL, ARTICULATIVE, AND NONVERBAL COMMUNICATION TO EMPLOYMENT DECISIONS IN THE JOB INTERVIEW SETTING

Recruiter ratings of 338 on-campus interviews were used in a discriminant analysis procedure to determine the relative importance of the verbal, articulative, and nonverbal dimensions of communication during the job interview. Correlation of seven variables with the discriminant function indicated that appropriateness of content, fluency of speech, and composure were of greatest importance in contributing to a favorable employment decision. These findings were contrary to the recent literature which has emphasized the importance of nonverbal behavior. Implications for job-interview skills training are discussed, and suggestions for a comprehensive workshop model are presented.     

The Relative Effects of Verbal and Nonverbal Behavior,Appearance, and Social Skills on Evaluations Made in Hiring Interviews1

One hundred and two student volunteers were randomly assigned to either a lecture format interview training session or a no training condition. All subjects also completed a standardized measure of social skills. Each subject was then videotaped in a mock hiring interview. Groups of judges viewed the videotaped interviews and evaluated each subject's interview performance. Subjects were also rated on physical attractiveness and dress. Finally, a significant positive and negative verbal statements and a numbre of nonverbal cues occuring during the interviews were tallied. There were no significant effects for training on interview performance. The judges' evaluations were most strongly influenced by subjects' verbal behavior and appearance. Implications for interview training and interview evaluation processes are discussed.     

Using Behavioral Skills Training to Teach Interview Skills to Young Adults with Autism

With unemployment rates for adults with autism as high as 85%, it is important for young adults to learn necessary prevocational skills (e.g., interviewing) to help them succeed in their search for employment. There is little research showing that individuals with autism can be taught to respond appropriately during an interview to secure future employment opportunities. We replicated the results of Stocco et al. (J Appl Behav Anal 50:495–510, 2017. https://doi.org/10.1002/jaba.385) who evaluated the effects of behavioral skills training on the interview skills of college students. We used a multiple baseline design across three responses (i.e., asking questions, answering questions and appropriate body language) to extend these results to three young adults with autism. During baseline, responding was low across all three responses for all three participants. Behavioral skills training consisted of role-playing simulated interviews, providing feedback and performance rehearsals. For two of the participants, behavioral skills training alone was effective at increasing all three responses. For the third participant, we added textual cues and reinforcement during behavioral skills training to reach criterion performance. Results demonstrated that adults with autism can benefit from modified behavioral skills training to improve interview skills and employment opportunities. Social validity of responses was assessed by asking community members to rate video-taped segments of the interviews.

     

The accuracy of lay integrity assessments in simulated employment interviews

Two studies were conducted to determine if lay judges could accurately assess another individual’s integrity level when using overt and covert integrity inventories. In Study 1, participants took part in simulated employment interviews and then both the participants and lay interviewers completed an overt integrity test comparable to the Reid Report integrity survey [Reid London House. (2004). Abbreviated Reid Report. Minneapolis, MN: NCS Pearson]. Self-lay judge agreement and peer-lay judge agreement were used as the criteria for accuracy. In Study 2, participants took part in either a simulated structured, unstructured or informal employment interview format and completed both overt and covert integrity inventories. The results suggest that lay judges (as well as acquaintances) are fairly accurate in assessing others’ integrity levels based upon a very brief 10-min interaction with an individual, when using either an overt or covert integrity inventory. The findings also suggest that the informal interview format can significantly enhance the accuracy of a lay-judge’s assessment of the participant’s integrity level when a covert measure of integrity is used.     

Neurofeedback training with virtual reality for inattention and impulsiveness.

In this research, the effectiveness of neurofeedback, along with virtual reality (VR), in reducing the level of inattention and impulsiveness was investigated. Twenty-eight male participants, aged 14-18, with social problems, took part in this study. They were separated into three groups: a control group, a VR group, and a non-VR group. The VR and non-VR groups underwent eight sessions of neurofeedback training over 2 weeks, while the control group just waited during the same period. The VR group used a head-mounted display (HMD) and a head tracker, which let them look around the virtual world. Conversely, the non-VR group used only a computer monitor with a fixed viewpoint. All participants performed a continuous performance task (CPT) before and after the complete training session. The results showed that both the VR and non-VR groups achieved better scores in the CPT after the training session, while the control group showed no significant difference. Compared with the other groups, the VR group presented a tendency to get better results, suggesting that immersive VR is applicable to neurofeedback for the rehabilitation of inattention and impulsiveness.     

A component analysis of job interview training for young adults with autism spectrum disorder

The job interview is a vital component to acquire employment. Individuals with autism spectrum disorder may experience difficulties with job interviews due to notable deficits in social and communication skills. We evaluated the relative impact of several components of a job interview training package on six participants' responses to commonly asked interview questions. We used a multiple baseline design across participants to present the following components: written instructions, rehearsal and video self‐feedback with a commercially available training program, and verbal feedback delivered by the experimenter. Results demonstrated that all participants required an additional behavioral skills training session to meet our mastery criterion. However, once training was complete, all participants showed generalized performance when the interview questions were presented in a varied format and by a novel interviewer outside of the training environment. In addition, their performance was maintained at follow‐up.     

Performance,cardiovascular, and health behavior effects of an inhibitory strength training intervention

Female undergraduates were assigned to one of three groups, two involving regulatory training and one not. Training participants performed for 2 weeks tasks that required strong behavioral restraint (Strong Training) or weak behavioral restraint (Weak Training). Later, they took part in (1) a laboratory session in which they performed tasks with inhibitory components, and (2) a follow-up week in which they provided health behavior reports and used designated dental supplies. No Training participants took part only in the session and follow-up week. As expected, laboratory performance was improved for Strong- relative to No Training participants, with performance for Weak Training participants falling in between. Also as expected, Strong Training participants used more floss in the follow-up week than did the No Training participants, with floss for Weak Training participants falling between. Contrary to expectation, Strong Training participants used less toothpaste and reported having brushed less than the No Training participants. In addition, Strong Training participants evinced exaggerated—rather than diminished—cardiovascular responses during the laboratory tasks. The performance and floss use data support the suggestion that inhibitory system strength can be increased through use. The brushing and cardiovascular findings may be interpretable in inhibitory strength terms.     

Discrete‐trial training performance of behavior interventionists with autism spectrum disorder: A systematic replication and extension

Further research is needed on strategies to improve employment outcomes for individuals with autism spectrum disorder (ASD). We replicated and extended prior research by examining the acquisition, maintenance, and generalization of discrete‐trial training (DTT) performance of adults with ASD who were interested in careers as behavior technicians. Three participants received training on how to implement DTT with children and we assessed the maintenance and generalization of DTT performance in the absence of feedback. Results indicated that procedural integrity generalized across children and targets and maintained for 6 to 17 session days without feedback. Results have implications for the successful employment of individuals with ASD as behavior technicians and for future research on strategies to enhance their performance on the job.     

Task analysis,correspondence training,and general case instruction for teaching personal hygiene skills

The effect of a 10‐step task analysis, general case instruction, and correspondence training was evaluated for teaching appropriate personal hygiene following bowel movements. Correspondence training maintained a central role in this study. According to Israel (1978), the relationship between an individual's verbal and nonverbal behaviors is influential in self‐instruction training. Essentially, correspondence training encourages an individual to generate his or her own instructional cues; in consequence, the procedure can be instrumental in ensuring the maintenance and generalization of important verbal and nonverbal behavior. Three adults with developmental disabilities participated in this study. The dependent variables included the level of assistance required on each step of the task analysis and an end of sequence rating on a three‐point Likert‐type cleanliness scale. Results showed that all three participants learned to care for themselves appropriately following bowel movements. Moreover, the skills generalized to other settings and were maintained over a nine‐month period. The target skill was evaluated against the five criteria for a behavioral cusp and met the criteria for ‘an important behavior change’ (Bosch & Fuqua, 2001, p. 123). Copyright © 2004 John Wiley & Sons, Ltd.     

Increasing Teachers' Use of a 1:1 Praise‐to‐Behavior Correction Ratio to Decrease Student Disruption in General Education Classrooms

Contingent, behavior‐specific praise is universally recommended as an effective tool to increase students’ academic achievement and proscocial behavior. Despite this recommendation, little research has examined the effects of training teachers to increase their praise‐to‐behavior correction ratio in classroom settings. This study evaluated the effects of training teachers to provide a 1:1 ratio of praise‐to‐behavior correction to decrease student disruption in three general‐education classrooms. Three urban middle‐school general‐teachers who exhibited very low rates of praise participated in the study. Teachers received training, including modeling and performance feedback, to achieve a 1:1 ratio of praise‐to‐behavior correction administered within a multiple‐baseline across participants design. Results demonstrated that (a) the teachers were able to achieve and maintain a 1:1 praise‐to‐behavior correction ratio; (b) a reduction in student disruption coincided with teachers’ use of a 1:1 praise‐to‐behavior correction ration; and (c) two teachers evidenced moderate levels of generalization to classrooms where no training took place. Implications for practitioners and future research are discussed. Copyright © 2011 John Wiley & Sons, Ltd.     

“Don't Stigmatize”: The Ironic Effects of Equal Opportunity Guidelines in Interviews

The purpose of the current study was to examine how staffing policies (identity-conscious or identity-blind) and interview structure might lead to stigmatizing behavior, particularly subtle behavior that is not illegal. In a 2 (staffing policy: identity-conscious or identity-blind) × 2 (interview structure: structured or unstructured) factorial design, 87 participants interviewed a Black interviewee for an ostensible study on employment interviews and were led to believe they would interview a second Black interviewee. The results showed that participants guided by the identity-blind policy and using an unstructured interview format chose the largest social distance from Black interviewees in the subsequent interview.     

Improving Iranian Graduate Students’ Performance in Reading Scientific Articles in English Through Explicit Strategy Instruction

The purpose of this mixed-method investigation was to examine the effect of explicit instruction of cognitive strategies on the reading performance of Iranian graduate students and identify the cognitive strategies the participants used while reading a scientific article in English (L2). Prior to the study, the students completed a questionnaire and took part in a semi-structured interview providing information on the reading strategies they used while reading English texts. In order to also identify the participants’ improvement in reading English texts, they completed the reading section of the IELTS test prior to and following the treatment. During a 16-week course, students became familiar with cognitive strategies through explicit instruction. At the end of the course, the students were required to read a scientific article in English and think-aloud in order to identify the reading strategies they employed while reading. The quantitative results (paired-sample T-test) revealed that the participants’ reading comprehension significantly improved after explicit instruction of cognitive strategies. The qualitative data (think-aloud protocols) indicated that the participants used more cognitive strategies while reading scientific articles in English after receiving explicit instruction. Pedagogical implications are provided for further research.     

Deriving Training Strategies for Spatial Knowledge Acquisition From Behavioral,Cognitive, and Neural Foundations

While much has been made of the potential uses for virtual environment (VE) technologies as training aids, there are few guidelines and strategies to inform system development from the user’s perspective. Assumptions are that a human factors-based evaluation will ensure optimal performance, transferring training from virtual to real worlds; however, there are complex, yet unexplored, issues surrounding system optimization and employment. A comprehensive investigation into the foundations of training, traversing levels of performance analysis, from overt behavioral responses to the less explicit neuronal patterns, is proposed from which optimal training strategies can be inferred and system development guidelines deduced.     

Children use nonverbal cues from an adult to evaluate peers

What factors contribute to children’s tendency to view individuals as having different traits and abilities? The present research tested whether young children are influenced by adults’ nonverbal behaviors when making inferences about peers. In Study 1, participants (aged 5–6 years) viewed multiple videos of interactions between a “teacher” and two “students”; all individuals were unfamiliar to participants. In each clip, the students behaved similarly, but the teacher did not: She either smiled, nodded, touched, or shook her head at one student, and she looked at the other student with a neutral expression. In Study 1, children tended to infer that students who received more positive behaviors from the teacher were smarter, nicer, and stronger. Study 2 pitted differences in the teacher’s behavior against differences in the students’ performance. When asked who was smarter, children selected lower-performing students who received more positive nonverbal cues from the teacher rather than higher-performing students who received less positive cues. These findings indicate that an authority figure’s nonverbal behaviors can influence children’s inferences about others and shed light on one mechanism guiding young children’s evaluations of people in their social world.     

Getting the Job: Attributional Retraining and the Employment Interview1

This study examined the effectiveness of attributional retraining (AR) in an employment interview setting. Our sample consisted of 50 co‐operative education students completing job interviews who were randomly assigned to a control or writing‐based AR condition. Dependent measures included attributions, expectations, and affect, as well as behavior with respect to an interview skills workshop, and actual employment outcomes. Results showed AR to promote controllable failure attributions, expectations, motivated behavior, and interview success, particularly among participants with maladaptive baseline attributions. Findings further revealed AR effects on emotions mediated by post‐treatment attributions. Implications for attribution theory and research on AR in employment settings are discussed.