What you expect is not always what you get: The roles of extremity, optimism, and pessimism in the behavioral confirmation process

Do pessimists and optimists elicit the very behavior they expect from others? What if their expectations are fairly extreme? Using a simulated job interview paradigm, evidence was found for behavioral confirmation of generalized future-event expectancies (optimism/pessimism) and for the moderating role of extremity. Interviewers with nonextreme expectancies gathered information in an expectancy-biased fashion and elicited expectancy-confirming behavior from applicants. However, as interviewer expectancies became more extreme, these effects were attenuated. Further evidence suggested that extremity is associated with effortful correction processes and awareness of bias. Interestingly, pessimistic applicants were more strongly influenced by interviewers’ expectancies than were optimistic applicants. The current study extends research on the social-cognitive consequences of generalized future-event expectancies and extremity to the behavioral domain.     

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.     

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.     

Examining Applicants' Attributions for Withdrawal From a Selection Procedure

This study applied the attribution framework described by Weiner (1986) to understand the psychological reasons applicants withdrew from a police officer selection process, as well as the consequences of their attributions for withdrawal. Individuals ( n = 196) who withdrew from the selection process were contacted and were asked to indicate their primary reason for withdrawal; and then rated this reason on locus, stability, and controllability dimensions. They also reported future application expectancies. Results indicate minority and female applicants appeared to indicate different reasons for withdrawing than did White and male applicants. Finally, race and controllability interacted in the prediction of reapplication expectancies, such that the relationship between expectancies and controllability was negative for White applicants and positive for minority applicants.     

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.     

The nonverbal mediation of self-fulfilling prophecies in interracial interaction

Two experiments were designed to demonstrate the existence of a self-fulfilling prophecy mediated by nonverbal behavior in an interracial interaction. The results of Experiment 1, which employed naive, white job interviewers and trained white and black job applicants, demonstrated that black applicants received (a) less immediacy, (b) higher rates of speech errors, and (c) shorter amounts of interview time. Experiment 2 employed naive, white applicants and trained white interviewers. In this experiment subject-applicants received behaviors that approximated those given either the black or white applicants in Experiment 1. The main results indicated that subjects treated like the blacks of Experiment 1 were judged to perform less adequately and to be more nervous in the interview situation than subjects treated like the whites. The former subjects also reciprocated with less proximate positions and rated the interviewers as being less adequate and friendly. The implications of these findings for black unemployment were discussed.     

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.     

Discrimination against facially stigmatized applicants in interviews: an eye-tracking and face-to-face investigation

Drawing from theory and research on perceived stigma (Pryor, Reeder, Yeadon, & Hesson-McInnis, 2004), attentional processes (Rinck & Becker, 2006), working memory (Baddeley & Hitch, 1974), and regulatory resources (Muraven & Baumeister, 2000), the authors examined discrimination against facially stigmatized applicants and the processes involved. In Study 1, 171 participants viewed a computer-mediated interview of an applicant who was facially stigmatized or not and who either did or did not acknowledge the stigma. The authors recorded participants' (a) time spent looking at the stigma (using eye tracker technology), (b) ratings of the applicant, (c) memory recall about the applicant, and (d) self-regulatory depletion. Results revealed that the participants with facially stigmatized applicants attended more to the cheek (i.e., where the stigma was placed), which led participants to recall fewer interview facts, which in turn led to lower applicant ratings. In addition, the participants with the stigmatized (vs. nonstigmatized) applicant depleted more regulatory resources. In Study 2, 38 managers conducted face-to-face interviews with either a facially stigmatized or nonstigmatized applicant, and then rated the applicant. Results revealed that managers who interviewed a facially stigmatized applicant (vs. a nonstigmatized applicant) rated the applicant lower, recalled less information about the interview, and depleted more self-regulatory resources.     

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.     

Gender Differences in the Accuracy of Grade Expectancies and Evaluations

Participants were 131 (69 women, 62 men)students in Introductory Psychology, Social Psychology,and Computer Science courses. Eighty-six percent of thesample was Caucasian. The goals of this study were to assess (a) how accurate students'preexamination expectancies and postexamination gradeevaluations are and whether gender differences in theaccuracy of expectancies and grade evaluations onexaminations exist, (b) whether expected grades predictpostexamination grade evaluations even with actualgrades controlled (self-consistency effect), and (c)whether students' grade expectations and evaluationsbecome more accurate with experience. Throughout thecourse of a semester, students estimated their gradesfor each of their examinations. Students overestimatedtheir grades at all points in the semester, although women in Introductory Psychology overestimatedtheir grades less than men did. Students' expectedgrades were a better predictor of their postexaminationgrade evaluations than were their actual grades. For Introductory Psychology students,expectancies and grade evaluations became more accurateas the semester progressed. The importance of accurateself-perceptions regarding academic performance isdiscussed.     

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.     

The Employment Interview: The Role of Sex Stereotypes in the Evaluation of Male and Female Job Applicants in the Netherlands1

This field study focused on the influence of sex stereotypes in the evaluation of male (N=38) and female (N=21) job applicants in the Netherlands. The employee selection process for higher-level technical and academic jobs in real life situations was studied, with special attention to the assessment of applicants by members of selection committees. It was demonstrated that, according to the job interviewers, the ideal applicant had more masculine than feminine traits. Males and females were regarded as having the same qualifications for the job, but because male applicants were assessed as having more masculine characteristics and female applicants more feminine characteristics, the male applicants were accepted more often. The job interviewers acted according to a fit model: The applicant most similar in traits to the ideal applicant was hired for each job.     

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.     

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.     

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 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.     

Chronic and temporary distinct expectancies as comparison standards: automatic contrast in dispositional judgments

In 4 studies, the authors examined whether making outcome expectancies distinct resulted in their use as comparison standards and, consequently, in contrastive dispositional inferences for a target's behaviors. The expectancies examined were based on either chronic future-event expectancies (Study 1) or temporary, manipulated expectancy standards (Studies 2-4). Analyses revealed that when contextual expectancies were distinct or separable from target information, participants' dispositional judgments were contrasted from them under cognitive load and overcorrected (assimilated to them) under no load. These effects were mediated by participants' behavior categorizations. Evidence suggestive of a proceduralized form of correction for task difficulty and an effortful awareness-based correction for the effects of expectancies also were found. Results are examined in light of recent models of the dispositional inference process.