Impact of the Face-to-Face Interview on Prior Judgments of a Candidate

Abstract

Recruitment interview assessments are usually accompanied with such other evidences of employability as application data (personal information and job experiences), employment test scores, and certification of educational experiences. Newman, et al. ( 1946) analyzed the reliability of interviews when accompanied with ability and personality test scores together with biographical data. Our study investigated whether an employment recruiteis initial judgment of a candidate based on written biographical data alone was modified by perceptions gleaned from a succeeding personal interview. The population studied was 67 recruiters from industry and government visiting Ohio University to evaluate graduating seniors for openings in their organizations. Be fore interviews, recruiters reviewed academic majors and grades, prior job experiences and campus activities, and faculty references for each srudent. Based on this appraisal, recruiters made initial assessments of each candidate on a rating scale as either probably recommend, probably not recommend, or unable to determine. After the employment interviews, the recruiters again assessed the interviewees on the rating scale. Aggregate before and interview judgments about 470 candidates were tabulated in chi square matrix form The data distribution indicated significant shifts in recruiters' perceptions about candidates following interviews with them. Prior to interviews, recruiters placed 304 candidates ( 6 5 % ) in the unable to determine category. After interviews, recruiters were noncommittal about only 80 candidates (17%) . Almost half of the responses placed initially in the probably recommend category shifted after interviews with the majority changed to probably not recommend. Fewest changes occurred in the probably not recommend category ( 2 8 % ) with most becoming probably recommend. In a study similar to this one, Smith, et d. (1974) observed interviewers depending heavily on previously studied application forms for discriminating information. These findings were considered consistent with those of Springbett cited by Webster (1964) that first impressions significantly affect final decisions by raters. Although the Einstellung effect was not supporred by data in this study, it should be recognized that most applicants in college recruiting efforts are considered only for entry-level jobs and possess scant previous job experience. Normally personnel representatives are committed to talk with all interested students; interviews are only for short periods, and interviewers lack prior contacts with candidates except through placement office data. Were some conditions modified the Einstellung effect might occur.