Abstract
Selection interviews are decision-making tools used in organizations to make hiring and promotion decisions. Individuals who conduct such interviews, however, are susceptible to deviations from rationality that may bias interview ratings. This study examined the effect of the anchoring-and-adjustment heuristic on the ratings given to a job candidate by interviewers (n = 190) using 3 different types of interview techniques: the conventional structured interview, the patterned behavior description interview, and the situational interview. The ratings of interviewers who were given a high anchor were significantly higher than the ratings of interviewers who were given a low anchor across all three interview techniques. The effect of the anchoring manipulation, however, was significantly less when the situational interview was used.
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