Abstract
M. Synder and W. B. Swann, Jr. (1978, Journal of Personality and Social Psychology, 36, 1202–1212) suggest that people adopt information seeking strategies that confirm their hypotheses. To investigate whether or not these findings can be extended to employment interviews, an experiment was conducted examining the effects of interviewers' initial impressions and their decision task on the questions they formulate to assess applicants for a sales position. Twenty-six persons with varied interviewing experience reviewed the paper credentials of three applicants and then stated the questions they would ask each one. In separate sessions, ninety-two persons took the role of interviewee and responded to these questions. Contrary to the findings of P. Sackett (1982, Personnel Psychology, 35, 789–803) and T. McDonald and M. D. Hakel (1985, Personnel Psychology, 38, 321–334), the questions that interviewers asked of an applicant with poor credentials were biased in a more negative direction than the questions that were asked of moderately and highly qualified applicants. Consistent with these studies, however, no evidence was found for the strong confirmatory biases revealed in the Snyder and Swann (1978) research.
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