Abstract
This study aimed to determine whether similarity of interviewer and interviewee or interviewer and interviewer influenced applicant interview ratings. Data on background characteristics, relative interests and need for social approval were secured from 21 faculty interviewers and 296 applicants during actual selection interviews. Contrary to prior findings based on simulated activity, the results did not uphold the role of similarity. Additional data gathered from follow-up interviews with faculty interviewers point to preconceived conceptions of an “ideal” candidate as a stronger reference point for decision making in selection interviews than similarity to self.
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