Managing and creating an image in the interview: the role of interviewee initial impressions

In employment interviews, individuals use impression management tactics to present themselves as suitable candidates to interviewers. However, not all impression management tactics, or the interviewees who employ them, are effective at positively influencing interview scores. Results of this study indicate that the relationship between impression management tactic usage and interview success is contingent on the type of tactic employed. Specifically, self-promotion was found to have a positive relationship (r = .20) and slight (r = -.11) and extensive (r = -.19) image creation were found to have negative relationships with end-of-interview scores. Further, the relationships between these 3 impression management tactics were moderated by interviewees' initial impressions of the interview (ΔR2 ranged from .04 to .10). Interviewees who perceived they were seen as less suitable during rapport building were more effective when using any of the 3 impression management tactics.     

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.     

Effects of organizational citizenship behaviors on selection decisions in employment interviews

This article reports on an experiment examining the effects of job candidates' propensity to exhibit organizational citizenship behaviors (OCBs) on selection decisions made in the context of a job interview. We developed videos that manipulated candidate responses to interview questions tapping task performance and citizenship behavior content in 2 administrative positions. Results obtained from 480 undergraduates provided support for our hypotheses that job candidates who exhibited higher levels of helping, voice, and loyalty behaviors were generally rated as more competent, received higher overall evaluations, and received higher salary recommendations than job candidates who exhibited lower levels of these behaviors. These effects held even after taking into account candidate responses regarding task performance. We also found that candidate responses to OCB-related questions tended to have a greater effect on selection decisions for the higher level position (supervisor of administrative personnel) than for the lower level one (administrative assistant). Finally, content analyses of open-ended responses indicated that participants' selection decisions were particularly sensitive to candidates who exhibited low levels of voice and helping behaviors. Implications and future research 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.     

SMALL GROUP BEHAVIORAL TRAINING TO IMPROVE THE JOB INTERVIEW SKILLS REPERTOIRE OF MILDLY RETARDED ADOLESCENTS

Four retarded adolescents, enrolled in a short-term residential treatment program, received behavioral job interview skills training. Although potentially employable, each was unable to present himself effectively in standard employment interviews. Treatment consisted of a series of behavioral group sessions using instructions, modeling and rehearsal procedures to increase, in multiple baseline fashion, such skills as the adolescents' ability to disclose positive information about their experience and background, convey interest in the position and direct relevant questions to an interviewer. Effectiveness of treatment for each client was assessed by: (1) Objective ratings of performance during individual, structured role-play job interviews following each treatment group; (2) objective ratings of pre- and posttraining performance during tape recorded in vivo generalization job interviews at a fast-food restaurant; and (3) global evaluations of pre- and posttraining in vivo generalization interviews made by experienced personnel interviewers unfamiliar with the nature of the treatment. The results indicated that potentially employable retarded citizens can be successfully taught appropriate job interview behavior using a small group behavioral procedure. The need for such techniques in community and rehabilitation centers for retarded citizens and other clinical populations is discussed.     

Individual differences in effective interview design: Factors affecting question choice

Despite the evidence that structured interviews are superior to unstructured interviews, interviewers remain reluctant to use them for personnel selection. The current research replicated and extended recent research examining how individual differences relate to the ability to identify effective interview questions. Question judgments were made across questions that varied substantially in quality and across two different jobs. Across two samples of data, respondents evaluated past behavioral and traditional interview questions more favorably than oddball questions and questions about job‐irrelevant competencies. Furthermore, general mental ability and social aptitude were strongly related to skill in identifying effective interview questions, with results suggesting these traits are associated with customizing questions to specific job contexts.     

How Interviewees Consider Content and Context Cues to Person–Organization Fit

The interview is an ideal opportunity for job candidates to assess their fit with potential employers. While research shows that candidates' perceptions of person–organization (PO) fit lead to important outcomes, fewer studies explore how such perceptions are formed. A policy‐capturing study modeled how job candidates detect and interpret cues from the interview to inform their determinations of PO fit. A total of 213 participants read a series of vignettes representing interview scenarios, and rated each in terms of his/her perceived PO fit. Evidence showed that participants considered context factors (interview procedure practices and interviewer behaviors) more than the values‐relevant content of interview questions when assessing their level of PO fit.     

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 effects of rapport‐building style on children's reports of a staged event

Three‐ to nine‐year‐old children (n=144) interacted with a photographer and were interviewed about the event either a week or a month later. The informativeness and accuracy of information provided following either open‐ended or direct rapport building were compared. Children in the open‐ended rapport‐building condition provided more accurate reports than children in the direct rapport‐building condition after both short and long delays. Open‐ended rapport‐building led the three‐ to four‐year‐olds to report more errors in response to the first recall question about the event, but they went on to provide more accurate reports in the rest of the interview than counterparts in the direct rapport‐building condition. These results suggest that forensic interviewers should attempt to establish rapport with children using an open‐ended style. Published in 2004 by John Wiley & Sons, Ltd.     

Rapport‐Building During Witness and Suspect Interviews: A Survey of Law Enforcement

Building rapport with adult witnesses and suspects is recommended by major investigative interviewing protocols (e.g., Cognitive Interview and the Army Field Manual in the USA and PEACE in the UK). Although recent research suggests that building rapport can sometimes benefit police investigations by increasing the accuracy of adult eyewitness reports and potentially enhance the diagnosticity of evidence obtained from suspects, little data exist regarding how law enforcement interviewers actually define and build rapport in real‐world investigations. To fill this void, the present study distributed a questionnaire containing open and closed‐ended questions to 123 law enforcement interviewers in police training courses to determine how they conceptualize and build rapport with adult interviewees. Results indicate that a majority of law enforcement interviewers define rapport as a positive relationship involving trust and communication, with a strong minority defining rapport as a ‘positive or negative’ relationship. Further, law enforcement interviewers reported building rapport with adult witnesses and suspects in a similar manner, often by using verbal techniques (e.g., discussing common interests via small talk) and non‐verbal techniques (e.g., displaying understanding via empathy and sympathy). Theoretical and applied implications of these results are discussed. Copyright © 2015 John Wiley & Sons, Ltd.     

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.     

Social intelligence and interview accuracy: Individual differences in the ability to construct interviews and rate accurately

This research examined differences in interviewers’ ability to identify effective interview questions and to accurately rate interviewees’ responses. Given the theoretical association between these interview activities and the construct of social intelligence (SI), a performance‐based measure of SI was developed utilizing situational judgment test methodology. The initial step was to examine evidence of the psychometric properties and construct validity of the new SI measure. The SI measure, a test of general mental ability (GMA), and a personality inventory were then used to examine aspects of rater performance. Participants chose a set of interview questions and viewed interviewee responses during a videotaped interview. Results showed that people higher in SI and GMA chose interview questions judged by experts to be superior and were more accurate in rating interviewee responses. The SI measure explained variance beyond GMA and outperformed a trait‐based SI measure. Implications for the selection and training of interviewers are discussed.     

When Job Candidates Are “Hard-” Versus “Easy-to-Get”: Effects of Candidate Availability on Employment Decisions1

Research on interpersonal attraction suggests that being elusive or “playing hard-to-get” is effective for increasing one's desirability and the likelihood of being selected as a dating partner. The following two studies explored the effects of this hard-to-get phenomenon in an employment decision setting. Both college students (Experiment 1) and professional recruiters (Experiment 2) reviewed application materials that conveyed that a candidate was either hard- (e. g., considering other job opportunities) or easy-to-get (e. g., not considering other opportunities) and then indicated their evaluations of these candidates. In both studies, being hard-to-get affected the interviewers’ judgments. However, this effect was moderated by the type of rationale given for being hard- or easy-to-get, as well as the objective qualifications (GPA) information. In addition, recruiter sex and candidate gender differences were explored. Male recruiters’ evaluations of application materials were more lenient than were females’ evaluations.     

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.     

Investigation of nonverbal discrimination against women in simulated initial job interviews

This study investigated nonverbal sex discrimination in simulated initial job interviews with women applicants. It was hypothesized that experienced interviewers would exhibit more negative behaviors while interviewing a woman for a “masculine” job (an incongruent interview), but more positive behaviors while interviewing a woman for a “feminine” job (a congruent interview). It was further hypothesized that the behavior of inexperienced interviewers would remain the same across interviews. Mock initial job interviews were videotaped and nonverbal behaviors were coded. As hypothesized, experienced interviewers exhibited more negative and fewer positive behaviors in the incongruent interviews, whereas inexperienced interviewers did not. Unexpectedly, inexperienced interviewers exhibited more positive and fewer negative behaviors during incongruent interviews. Implications for training to reduce nonverbal discrimination 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.     

STRUCTURED INTERVIEWING: RAISING THE PSYCHOMETRIC PROPERTIES OF THE EMPLOYMENT INTERVIEW

A highly structured employment interviewing technique is proposed, which includes the following steps: (1) develop questions based on a job analysis, (2) ask the same questions of each candidate, (3) anchor the rating scales for scoring answers with examples and illustrations, (4) have an interview panel record and rate answers, (5) consistently administer the process to all candidates, and (6) give special attention to job relatedness, fairness, and documentation in accordance with testing guidelines. Examination of psychometric properties for hiring entry-level production employees ( n = 149) reveals high interrater reliability ( r = .88) and predictive validity (uncorrected r = .34, corrected r = .56), as well as evidence for test fairness and utility. The levels of these properties are comparable to those of a comparison battery of typical employment tests, and correlations with the tests suggest that the interview has a strong cognitive aptitude component. Potential explanations for the effectiveness of this structured interviewing technique are discussed.     

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.     

Think fast: The role of thin slices of behavior in employee selection decisions

This study integrates past research addressing decision‐making, employee selection, and influence processes in an attempt to provide both a theoretical and empirical foundation for future research addressing initial impressions throughout the interview process. Using data from a simulated hiring situation comprised of 28 recruiters and 229 applicants, the results suggest that initial impressions formed at the beginning of the interview make a substantive impact on final impressions. However, impressions formed at the career fair do not appear to impact final impressions without considering the interactive effects of decision confidence. Hypotheses proposing that decision confidence would moderate linkages between initial impressions formed at the beginning of the interview and both interview scores and final impressions were not supported. We discuss the theoretical and practical implications of these findings for selection.     

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.