Evaluating the Evaluators: Perceptions of Interviewers by Rejected Job Applicants as a Function of Interviewer and Applicant Sex1

Students who had recently had an unsuccessful job interview rated the competence of their interviewer and completed the Women As Managers Scale (WAMS; Terborg, Peters, Ilgen, & Smith, 1977 ). The results showed an impact of the sex of interviewer on judgments of interviewer competence and WAMS scores, but only for male participants. Male participants gave lower ratings of interviewer competence to female than to male interviewers, and ratings for the female interviewers were also lower than those given by female participants. Scores on the WAMS were lower for male participants who were interviewed by a female interviewer than those interviewed by a male interviewer, and were lower for male than for female participants with a female interviewer.     

The Influence of Applicant and Interviewer Characteristics on the Use of Impression Management1

This study investigated the relationship between characteristics of applicants and interviewers, and type and amount of impression management (IM) used by applicants in the employment interview. Specifically, applicant self-monitoring, self-esteem, locus of control, age, and training, and interviewer communication apprehension, interpersonal communication skill, age, and experience all were expected to influence the type and amount of IM behavior exhibited by applicants in the employment interview. Data from 64 field interviews confirmed that characteristics of the interviewer and, to a lesser extent, characteristics of the applicants were related to the use of IM tactics by applicants.     

Black-White Differences in Nonverbal Behavior in an Interview Setting

The majority of systematic research on nonverbal behavior has used white college students as subjects. The present investigation examined both white and black subjects'nonverbal behavior and also independently varied the race of the person with whom the subject interacted. The experimental setting was an actual employment interview. Twenty black and 20 white female undergraduates were individually interviewed by either a black or white male interviewer. White subjects tended to maintain more visual interaction with interviewers of both races than did black subjects. Moreover, black interviewers were visually interacted with less, and given shorter glances. Racial, in contrast to nonracial, questions elicited longer glances; and subjects hesitated longer before answering them.     

A BEHAVIORAL CONSISTENCY APPROACH TO DECISION MAKING IN EMPLOYMENT SELECTION

Evaluations of applicants made using an assessment process which incorporates many practices and procedures advocated in the literature but often disregarded in employment were examined. Two employment interviewers and 29 line managers independently evaluated 181 applicants for manufacturing production work in terms of 5 factors of effective performance. Average interrater reliabilities ranged from .60 to .69. Results indicated reliabilities were comparable for applicants grouped by race and sex, and that interviewers were calibrated with one another in terms of level of evaluations. The assessment model described in the present study is discussed in terms of its suitability as a vehicle for further research in employment interviewing and its practical usefulness.     

Dynamics of verbal interaction between interviewer and child in interviews with alleged victims of child sexual abuse

A number (n = 27) of investigative interviews with children were analyzed with a view to explore the verbal dynamics between interviewer and child. Different types of interviewer utterances and child responses were defined, and the interrelationships between these were explored. The effectiveness of different interviewer utterances in eliciting information from children as well as the type of utterance the interviewer used to follow up an informative answer by the child were investigated. Option-posing and suggestive utterances made up for more than 50% of interviewer utterances, the proportion of invitations being only 2%. Invitations and directive utterances were associated with an increase in informative responses by the child, the adverse being true for option-posing and suggestive utterances. Interestingly, even after the child had provided an informative answer, interviewers continued to rely on focused and leading interviewing methods--in spite of a slight improvement in interviewing behavior.     

Differential Effectiveness of Applicant Impression Management Tactics on Employment Interview Decisions1

It has been a commonly held belief for some time that applicants attempt to manage impressions of interviewers in the employment interview process, but only recently have researchers begun to examine systematically the tactics applicants use, and how effective they are. The present study contrasted two sets of impression management tactics used by applicants and observed their effects on interviewer decisions in a controlled laboratory experiment. An applicant who employed self-focused-type impression management tactics was rated higher, received more recommendations for a job offer, and received fewer rejections from business students, who had just completed an interviewer training program, than when he used other-focused-type tactics. The implications of these results in terms of both theory and practice are discussed.     

The Employment Interview via the Telephone: Are We Sacrificing Accurate Personality Judgments for Cost Efficiency?

The goal of the study was to determine whether impoverished personality judgments of job candidates would be yielded by interviewers who conduct telephone interviews in comparison to face-to-face interviews due to the telephone interviews' inherent lack of crucial nonverbal communication. Participants in this study conducted mock job interviews using either the face-to-face format or the telephone format, while their behavior was coded by independent raters. For each participant, self-ratings of job-related personality traits were obtained from the applicant, while ratings of the applicant's personality were obtained from the interviewer and a peer of the applicant. It was found that the average self-interviewer and peer-interviewer agreement correlations, which were used as the criteria for accuracy, were significantly greater when the interviewer implemented the face-to-face interview method, thus supporting the hypothesis. An item analysis further supported the hypothesis in that face-to-face interviewers were found to rate the candidates significantly higher/more favorably on those traits that are typically conveyed via nonverbal communication.     

A FIELD STUDY OF JOB APPLICANT INTERVIEW PERCEPTIONS, ALTERNATIVE OPPORTUNITIES, AND DEMOGRAPHIC CHARACTERISTICS

A field study was conducted to examine several factors related to young job applicants, their reactions to job interviews, and their intentions to accept a job if offered. Immediately following their interviews, 422 applicants voluntarily responded to questionnaires concerning the interview, parents' and friends' pressure for them to take the job, alternative job opportunities, and behavioral intentions to accept the job. Applicants who responded more favorably to their interviewers felt somewhat more positive about taking a job in the recruiting organization. Perceived alternative job opportunities moderated the relationship between reactions to the job and acceptance intentions. Multivariate effects were found for applicant sex, applicant race, and interviewer sex on reactions to the interviewer and the interview. Further research on the role of parental and peer pressure on job acceptance among young workers is suggested, as is the moderating role of alternative opportunities. The implications of race and sex differences in interview reactions are also discussed.     

Nonverbal indicators of Affect and Deception in an Interview Setting1

A study was conducted to identify codes of nonverbal behavior which could be used by interviewers in a standard field interview to systematically assess deception and emotional states of respondents. Ten male and 10 female subjects were interviewed on topics that had been pretested to arouse in them pleasant involvement, passivity, and unpleasant involvement. Subjects were also instructed to lie to the interviewer on issues of importance to them. Eye contact was measured by observation through a one-way mirror. Smiles, gestures, self-manipulations and postural shifts were scored from videotapes of the interview. The most distinctive patterns of nonverbal cues occurred with unpleasant-involvement and deception questions. The former state was characterized by increases in smiling, self-manipulations, and postural shifts. Deception responses were marked by decreases in smiling and increases in self-manipulations and postural shifts. Results also suggested that eye contact functioned as an intensifier of affect.     

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.     

COMBINING BIODATA TEST AND INTERVIEW INFORMATION: PREDICTING DECISIONS AND PERFORMANCE CRITERIA

An important question in real world selection situations is: How do interviewers integrate employment test scores and interview information in making selection decisions? The present study expands on previous research by examining how valid biodata test scores and interview information interact in the prediction of actual interviewer selection decisions and actual job performance criteria for hired candidates. The sample for the study was 577 actual candidates for the position of life insurance sales agent evaluated by insurance agency managers from a single company. The results indicated the presence of interaction effects in predicting both the interviewers' decision and 12-month survival. The interview information predicted the decision and survival best for candidates with low passing scores on the biodata test and poorest for candidates with high passing scores. The results clarify the conditions under which interview information is most predictive of job performance criteria.     

When Interviewers Desire Accurate Impressions: The Effects of Notetaking on the Influence of Expectations1

The present study explored the possibility that notetaking would help accuracy-minded interviewers to avoid cognitive expectation biases. Interviewers in simulated employment interviews were given bogus pre-interview expectations about their applicants and were either encouraged or not encouraged to take extensive notes. Consistent with past research on accuracy-motivated interviewers, both notetaking and non-notetaking interviewers avoided creating self-fulfilling prophecies. Of central interest, notetaking reduced the cognitive biasing effect of negative expectations on interviewers' overall impressions of their applicants, but failed to reduce cognitive bias in interviewers' evaluations of expectation-specific applicant characteristics. In conjunction with the motivation to form accurate impressions, notetaking can help to reduce the impact of erroneous pre-interview expectations in interviewer final evaluations.     

Social determinants of subjective well-being among young adults living in the Eastern Cape,South Africa

We investigated the relationships between certain social determinants (age, gender, marital status, education, income, and employment) and subjective well-being (SWB) in a young adult population in the Eastern Cape Province in South Africa. The participants consisted of 977 persons aged 18 to 40 years living in the historically deprived Eastern Cape, South Africa (females = 48%; age range = 18 to 40; rural dwellers = 15%). We measured their SWB utilising the World Health Organization (Ten) Well-Being Scale. Results following analysis of variance showed that age, education, and income were predictors of SWB. Higher SWB was associated with being older, having a higher level of formal education, and having a higher level of income. However, employment status did not have a significant relationship with SWB, suggesting the relative importance of other social indicators of social functioning in this population.     

The Effects of the Application on Processing of Information From the Employment Interview.1

Subjects observed and evaluated employment interviews after forming initial impressions of the applicants' paper credentials. Contrary to expectations, differential recognition of interview content was not found to mediate the effects of the application on perceptions of the interview. Instead, interviewers showed a biased interpretation of the interview performance. Applicants were perceived as doing a better job in answering the questions of the interviewer, displaying more sales-consistent traits, and making more favorable statements the more favorable their paper credentials. Note taking led to more accurate recognition of information from the interview but did not attenuate the biasing effects of the application.     

An investigation of race and sex similarity effects in interviews: a multilevel approach to relational demography

This research studied the effects of race and sex similarity on ratings in one-on-one highly structured college recruiting interviews (N = 708 interviewers and 12203 applicants for 7 different job families). A series of hierarchical linear models provided no evidence for similarity effects, although the commonly used D-score and analysis-of-variance-based interaction approaches conducted at the individual level of analysis yielded different results. The disparate results demonstrate the importance of attending to nested data structures and levels of analysis issues more broadly. Practically, the results suggest that organizations using carefully administered highly structured interviews may not need to be concerned about bias due to the mismatch between interviewer and applicant race or sex.     

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.     

Human versus computer interviewing

Responses to counterbalanced human and computer interviews were examined for Gordon's Survey of Interpersonal Values to determine whether such responses would differ. Of an initial 72 male and female subjects, 52 completed both interviews scheduled one week apart. A 3-way MANOVA revealed significant response differences between interviewer type. However, neither significant sex or interviewer order differences, nor significant interactions were found. The results suggest that the interpretive validity of responses obtained in a computer interview may be threatened. The authors additionally suggest that the observed differences may be due to an interaction between interviewer type and test anxiety level.     

Demographic factors affecting assertive and defensive behavior in preschool children: An ethological study

Observations were made of naturally occurring assertive and defensive behaviors among preschool children, using ethological methods. Four major classes of assertive behavior were studied: attempts to gain possession of objects, personal space intrusion, positive directives, and negative directives; in addition, behavior with aggressive characteristics was studied. The effects of the following demographic factors upon individual frequencies of assertive interaction initiation, probability of defense (to assertive initiations), and frequencies of aggressive behavior were examined: age, sex, birth order, sib group size, ethnic identity, number of parents in the home, father's occupational level, father's education, mother's employment (yes/no), mother's occupational level, mother's education. Results of the multiple regression analyses indicated the most widespread effects for ethnic identity, number of parents in home, age, and sex. The most assertive children tended to be nonwhite/black, older, male, and from single-parent homes. These results were fairly consistent across all classes of assertive behavior studied. There were only minor effects of social class on assertive behaviors, and the demographic characteristics of the sample indicated that the ethnic differences existed independent of social class. Limitations in interpreting the behaviors studied as indicating an underlying aggressive motivation are discussed.     

Personality moderators of interpersonal expectancy effects: Replication of Harris and Rosenthal (1986)

Personality moderators of interpersonal expectancy effects were examined in a replication and extension of the findings of Harris and Rosenthal (1986). Twenty-eight undergraduates, assigned the role of “interviewer,” interacted with 89 undergraduates during several 15-min getting acquainted sessions. Interviewers had been led to believe that the subjects they were interviewing were extremely high, average, or extremely low with respect to shyness. Prior to the sessions, all subjects completed a battery of personality measures. Analyses suggested mixed support for an interviewer expectancy effect, with stronger bias effects being found for interviewers given Shy vs Average expectancies than for those given Not Shy vs Average expectancies. Greater bias effects were found for interviewers who scored higher on PRF Achievement, Order, self-rated expressiveness and lower on self-rated shyness. Interviewees who scored higher on Achievement, Dogmatism, Endurance, and Cognitive Structure showed significantly lower bias effects. These findings are interpreted as indicating the importance of the rigidity of cognitive schemas in determing whether or not an expectancy effect will occur.