Demonstration of the Effect, “Similar to Me,” in Simulated Employment Interviews

Abstract

Simulated video-taped employment interviews were constructed in which a black and a white applicant presented, in addition to job-related statements, biographical background information which was either similar or dissimilar to that of the white interviewer. 160 subjects were selected as interviewers who demonstrated extreme scores on the variables of need for affiliation and racial prejudice. The results indicated that biographical similarity of interviewer and applicant led to higher ratings of the candidate's job suitability and other personal characteristics. Racially prejudiced interviewers were generally more negative in their evaluations of all candidates regardless of the applicant's race. Neither race of the applicant nor affiliation need of the evaluators showed significant main effects. Implications of the so-called effect, “similar to me,” were discussed in relation to the employment interview.