Fit perceptions in the employment interview: The role of similarity,liking, and expectations

We examined (1) how interviewers construct fit perceptions about applicants and (2) the relationship between these perceptions and actual hiring recommendations. It was hypothesized that actual demographic similarity and human capital similarity would indirectly affect fit perceptions. These fit perceptions would be predicted by the interviewer's perceived similarity to applicants, mediated by two factors: interviewers' liking of the applicant and interviewers' expectations of applicant performance. Actual interviewer‐applicant dyads (N=118) were studied. The results indicated that the relationship between perceived similarity and fit perceptions is mediated by performance expectations but not by liking. This study provides evidence that interviewers are more rational than previous research suggested. However, the fact that human resource interviewers are more likely to perceive applicants as similar to themselves than line interviewers suggests that interviewers' neutrality is questioned.     

The accumulating effects of shared expectations

This research examined whether self‐fulfilling prophecies and perceptual confirmation effects accumulated across people. Trios of same‐sex participants, each consisting of two interviewers and one target, were randomly assigned to one of three conditions that served to manipulate interviewers' expectations (i.e., non‐hostile vs. hostile) and the similarity of their expectations (i.e., similar vs. dissimilar) for targets. Each trio participated in an interaction in which interviewers asked targets questions. Targets' hostility during the interaction and interviewers' impressions of targets' hostility following the interaction served as the primary dependent variables. Results indicated that perceptual confirmation effects accumulated across interviewers. Even though targets' behavior during the interaction did not differ across conditions, interviewers nonetheless judged targets as more hostile when both interviewers expected targets to be hostile than when only one did. The authors discuss these findings in terms of the potential implications for those who have multiple inaccurate and unfavorable expectations held about them. Copyright © 2012 John Wiley & Sons, Ltd.     

Effects of Eye Contact on the Evaluation of Job Applicants

This experiment attempted to determine if eye contact affects job interviewers' evaluations of applicants. Photographs were taken of a male and a female in two eye positions: looking straight into the camera and looking downward. Forty-four job interviewers in an employment agency were randomly assigned to one of the four photographs. Each subject was told to assume that he or she was interviewing the stimulus person for a job as a management trainee and was instructed to rate the stimulus person on a series of scales. The findings supported the hypothesis that eye contact is a determinant of the decision to hire. The findings also suggested that the effects of eye contact are mediated by the perceived attributes of applicants; that is, eye contact affected the interviewers' evaluations of the applicants, and those evaluations were related to the decision to hire.     

The Influence of Applicant Communication Style and Interviewer Characteristics on Hiring Decisions1

This study examined the influence of the gender and communication style of job applicants, as well as the gender and sex-role stereotyping of interviewers, on hiring decisions. Fifty-six personnel officers viewed videotapes of simulated employment interviews, in which male and female candidates used either aggressive, assertive, or nonassertive styles of communication. Personnel officers rated job candidates on likeability, similarity to the officers themselves, and hireability. Interviewers were most likely to employ assertive applicants, and the sex-role stereotypes of interviewers did not influence their perceptions of these candidates. Sex-role beliefs, however, did affect evaluations of aggressive and nonassertive job applicants. Interviewers who were low in sex-role stereotyping were more likely to hire a nonassertive than an aggressive candidate, while interviewers with higher levels of sex-role stereotyping were more likely to hire aggressive candidates. For assertive candidates, judgments by the interviewers of the perceived similarity of the candidate to themselves and their liking for the applicant both influenced their decision to hire the candidate. For aggressive and nonassertive candidates, however, the interviewers' liking toward the candidate mediated the relationship between perceived similarity and hiring decisions.     

The goal of forming accurate impressions during social interactions: attenuating the impact of negative expectancies

Investigated the idea that impression formation goals may regulate the impact that perceiver expectancies have on social interactions. In simulated interviews, interviewers Ss were given a negative expectancy about one applicant S and no expectancy about another. Half the interviewers were encouraged to form accurate impressions; the others were not. As predicted, no-goal interviewers exhibited a postinteraction impression bias against the negative-expectancy applicants, whereas the accuracy-goal interviewers did not. Moreover, the ability of the accuracy goal to reduce this bias was apparently mediated by more extensive and less biased interviewer information-gathering, which in turn elicited an improvement in negative-expectancy applicants' performances. These findings stress the theoretical and practical importance of considering the motivational context within which expectancy-tinged social interactions occur.     

THE RELATIONSHIP OF INTERVIEWERs' PREINTERVIEW IMPRESSIONS TO SELECTION AND RECRUITMENT OUTCOMES

Many interviewers must handle the competing demands of assessment and recruitment when conducting interviews. Both interviewers and applicants in a college placement setting provided their perceptions of each other and the interview process. The present study explored possible mediators and moderators of the relationship of interviewers' preinterview impressions of applicants to their postinterview impressions of the same applicants, as well as the effects on recruiting success. Consistent with a process model of the interview (Dipboye, 1982), preinterview impressions were positively related to postinterview impressions. Several other predictions were not supported, however, and suggestions are made for modifications in the process model and directions for future research.     

Self-Presentation in Job Interviews: When There Can Be “Too Much of a Good Thing”1

Male and female subjects interviewed female applicants for an entry-level management position. The applicants were actually confederates of the researcher who engaged or did not engage in two different tactics of self-presentation: the emission of many positive nonverbal cues and the use of one popular grooming aid (perfume). It was predicted that alone, each of these tactics would enhance ratings assigned to the applicants. However, together, they would induce negative reactions among interviewers (e.g., attributions of manipulativeness to the applicant). It was further hypothesized that such reactions would be stronger among male than among female interviewers. Finally, it was predicted that the two self-presentational tactics investigated would affect interviewers' memory for information presented by the applicants. Results offered support for all of these hypotheses.     

Spontaneous Correction in the Behavioral Confirmation Process: The Role of Naturally-Occurring Variations in Self-Regulatory Resources

Perceivers' tendencies to correct for expectancy-related biases can be affected by experimental manipulations of goals and cognitive resources. In the current research, we examined the role of naturally-occurring, environmentally-produced variations in self-regulatory resources, represented by the time of semester in which college students participated. A pilot study established the association between time of semester and self-regulatory resources. Using a simulated job interview paradigm, interviewers were induced with extreme expectancies regarding their applicants. The effects of expectancy valence depended on time of semester. Interviewers with depleted self-regulatory resources (i.e., late-semester participants) asked expectancy-biased questions, elicited expectancy-confirming behavior from applicants, and formed expectancy-consistent impressions, while their less-depleted, early-semester counterparts did not. The findings suggest that interviewers engaged in spontaneous behavioral and perceptual correction for the biasing influence of extreme expectancies, but only when sufficient self-regulatory resources were available. The discussion focuses on theoretical implications for models of bias correction and applied significance.     

The effects of interviewers' initial impressions on information gathering

M. Synder and W. B. Swann, Jr. (1978, Journal of Personality and Social Psychology, 36, 1202–1212) suggest that people adopt information seeking strategies that confirm their hypotheses. To investigate whether or not these findings can be extended to employment interviews, an experiment was conducted examining the effects of interviewers' initial impressions and their decision task on the questions they formulate to assess applicants for a sales position. Twenty-six persons with varied interviewing experience reviewed the paper credentials of three applicants and then stated the questions they would ask each one. In separate sessions, ninety-two persons took the role of interviewee and responded to these questions. Contrary to the findings of P. Sackett (1982, Personnel Psychology, 35, 789–803) and T. McDonald and M. D. Hakel (1985, Personnel Psychology, 38, 321–334), the questions that interviewers asked of an applicant with poor credentials were biased in a more negative direction than the questions that were asked of moderately and highly qualified applicants. Consistent with these studies, however, no evidence was found for the strong confirmatory biases revealed in the Snyder and Swann (1978) research.     

How Interviewers Judge Job Applicants: A Qualitative Study

The aim of a job interview is to allow an interviewer to judge whether an applicant will fit into the job at stake. This study investigated how various constructs (for instance, preinterview impressions, professional competencies, and attraction to applicants) influence interviewers’ judgment of applicants. The data were obtained from 49 qualitative interviews with job interviewers about their judgment of applicants. Attraction to the applicant was considered the most important construct in interviewers’ judgment processes, despite the fact that this has little to do with an applicant's job performance. The study argues that interviewers’ judgment processes are problematic, and that this is not due to poor interviewers. Instead, the very concept of the job interview leads to interviewers’ use of problematic constructs. The qualitative approach in the study provides insight into the way in which specific job interviewers judge applicants. Such insight cannot be gained from a quantitative approach, which has traditionally been used in job interview research. Finally, the study will provide a critical discussion of the psychological reasons for job interviewers’ use of problematic constructs in their decision making process.     

Honest and Deceptive Impression Management in the Employment Interview: Can It Be Detected and How Does It Impact Evaluations?

Applicants use honest and deceptive impression management (IM) in employment interviews. Deceptive IM is especially problematic because it can lead organizations to hire less competent but deceptive applicants if interviewers are not able to identify the deception. We investigated interviewers’ capacity to detect IM in 5 experimental studies using real‐time video coding of IM (N = 246 professional interviewers and 270 novice interviewers). Interviewers’ attempts to detect applicants’ IM were often unsuccessful. Interviewers were better at detecting honest than deceptive IM. Interview question type affected IM detection, but interviewers’ experience did not. Finally, interviewers’ perceptions of IM use by applicants were related to their evaluations of applicants’ performance in the interview. Interviewers’ attempts to adjust their evaluations of applicants they perceive to use deceptive IM may fail because they cannot correctly identify when applicants actually engage in various IM tactics. Helping interviewers to better identify deceptive IM tactics used by applicants may increase the validity of employment interviews.     

Skill in Interviewing Reduces Confirmation Bias

Interviewers given prior information are biassed to seek it from interviewees. We examined whether the detrimental impact of this confirmation bias in terms of leading question use was moderated by interviewers' demonstrated ability to adhere to open questions. We classified interviewers' adherence as ‘good’ or ‘poor’ in an independent interview before they interviewed children about a staged event. Half the interviewers were given biassing true and false information about the event; half were given no information. As predicted, only poor interviewers showed the effect of bias. Poor interviewers asked fewer open questions in the biassed condition than the non‐biassed condition; good interviewers asked the same (high) proportion of open questions in both conditions. Poor interviewers asked more leading questions in the biassed condition than the non‐biassed condition; good interviewers asked the same (low) proportion of leading questions in both conditions. These results demonstrate that interviewers' skill in adhering to open questions reduces the detrimental impact of confirmation bias on question type. Copyright © 2012 John Wiley & Sons, Ltd.     

Students' Expectations About Interviewees' and Interviewers' Achievement Emotions in Job Selection Interviews

The author investigated expectations about achievement emotions characterizing job selection interviews while considering literature on the influence of positive and negative affect. Study participants were 282 Italian 12th graders and university students who were given a questionnaire asking them to imagine being interviewees in a future interview and to evaluate the intensity of interviewees' and interviewers' emotions. Expectations varied according to the kind of emotion, and interviewees and interviewers differentiated in terms of activating and deactivating emotions. Positive emotions prevailed for interviewees, with younger students giving higher scores. Some emotions were linked to career self‐efficacy and job market experience. Results are discussed in light of applied relevance for employment counseling.     

The relationships between child and forensic interviewer behaviours and individual differences in interviews about a medical examination

This study examined the interviewing process between professional forensic interviewers and their “mock” child witness. Fifty-eight preschool children participated in a medical examination, and were later interviewed by an experienced forensic interviewer (n = 15) about this event. Interviews were coded with mutually exclusive and exhaustive coding schemes that captured interviewers and child behaviours in a temporally organized manner. To evaluate the relationship between interviewers' and children's individual differences measured prior to the interview and the interview outcomes (i.e., questions asked, child interview behaviour), all child participants were tested with relevant cognitive and behavioural measures, and all adult interviewers were tested with personality measures. Results showed that leading questions were more often followed by simple assents and denial than expected. Interviewers did not remain consistent from question to subsequent question, but children's response type was predictable from response to subsequent response. Children's and adults' individual differences measured prior to the interview predicted some of the adults' interviewing behaviours and some of children's own response behaviours during the interview. Mediation modelling evinced that more self-controlled interviewers posed more recommended questions and elicited more assents with details from the children. We discuss the results in relation to established views of recommended interview practice and to theories of suggestibility.     

Candidate characteristics driving initial impressions during rapport building: Implications for employment interview validity

We examine the antecedents impacting interviewers’ initial impressions of candidates formed during the rapport‐building stage of the interview and subsequent evaluations of answers to highly structured interview questions. Ratings for 130 mock interview candidates reveal a strong relationship between interviewers’ initial impression of the candidate and their evaluations of candidate responses to structured questions. These initial impressions correspond with candidate extraversion and verbal skill, controlling for job qualifications. Interviewers’ initial impressions mediate the effect of candidate characteristics, relevant for some jobs more so than others, on later evaluations. Thus, initial impressions formed during rapport building appear to influence subsequent evaluations whether they are clearly job‐relevant or not. These findings have important implications for the validity of structured interviews.     

The Mediating Processes Linking Applicant Personality Traits and Interviewer Evaluation

This study examines interview preparations (i.e., social preparation and background preparation) and impression management (IM) tactics (i.e., self‐focused IM and other‐focused IM) as the mechanisms between applicant personality characteristics and interviewer evaluation. Data were collected from both actual job applicants and interviewers. Results show that personality characteristics (i.e., extraversion and conscientiousness) have indirect effects on interviewer evaluation in terms of perceived person–job fit (P–J fit) and interpersonal liking through these two types of applicant behaviors. This study accomplishes two goals: (1) it extends the socioanalytic theory of personality ( Hogan, 1996 ) by testing the intervening roles played by applicants' behaviors that correspond to getting along with and getting ahead of others; and (2) it suggests that these applicant behaviors might be important cues for practical interviewers' effective assessment of applicants' performance‐related characteristics.     

How Do Interviewers and Children Discuss Individual Occurrences of Alleged Repeated Abuse in Forensic Interviews?

Police interviews (n = 97) with 5‐ to 13‐year‐olds alleging multiple incidents of sexual abuse were examined to determine how interviewers elicited and children recounted specific instances of abuse. Coders assessed the labels for individual occurrences that arose in interviews, recording who generated them, how they were used and other devices to aid particularisation such as the use of episodic and generic language. Interviewers used significantly more temporal labels than did children. With age, children were more likely to generate labels themselves, and most children generated at least one label. In 66% of the cases, interviewers ignored or replaced children's labels, and when they did so, children reported proportionately fewer episodic details. Children were highly responsive to the interviewers' language style. Results indicate that appropriately trained interviewers can help children of all ages to provide the specific details often necessary to ensure successful prosecution. Copyright © 2013 John Wiley & Sons, Ltd.     

Applicant Desirability Influences Reactions to Discovered Résumé Embellishments

This study investigates responses to a discovered résumé embellishment as a function of initial impressions of the applicant. In Study 1, managers and recruiters rated the extent to which a discrepancy uncovered by a background check would lower their opinion of an applicant, using a between‐subjects design crossing the applicant's apparent desirability and type of embellishment. In Study 2, business students completed a simulated hiring task in which they first evaluated applicants based on their résumés, then read background reports, and subsequently made a final evaluation. Results indicate interactive effects of an applicant's apparent desirability, type of deception revealed, and response dimension. The discovery of a minor embellishment has little effect on evaluations of favored applicants, but negatively impacts less desirable applicants.     

Coercive and Face‐Threatening Questions to Left‐Wing and Right‐Wing Politicians During Two Italian Broadcasts: Conversational Indexes of Par Conditio for Democracy Systems1

Indexes of political interviewers' neutrality, proposed in the face model, capture the treatment reserved in televised interviews for politicians or parties. This contribution proposes that they should be introduced in the official survey of political appearances on television and be prescribed by law. The research compares questions of 2 Italian interviewers to the same 13 politicians (7 left‐wing, 6 right‐wing). In over 11 hr of interviews (7 months' sampling), 804 questions were codified. Italian interviewers were less threatening than their Anglo Saxon colleagues, even if just as coercive. They treated the government less coercively than the opposition, even if they were just as threatening; and they seemed sensitive to the prestige of politicians. Implications of the proposal are discussed.