Recruitment Interview Research Articles

The selection interview: Candidates' reactions and interviewers' judgements

Candidates in 551 initial graduate recruitment interviews provided estimates of the level of their motivation to succeed immediately before and after each interview. Their level of state anxiety was also measured before interviews. At the end of the interview they indicated how much they liked the interviewer personally and estimated both the likelihood of their being successful in the interview and the likelihood that they would accept a job with that company, if eventually offered one. Interviewers were asked to evaluate each candidate and to estimate his chances of being offered a job by their company.When candidates liked interviewers personally, they were more optimistic about their chances of success and were more willing to accept potential job offers. Candidates were also more confident of success at the end of the interview when their pre‐interview motivation had been high. However, interviewer evaluations of candidates were most favourable when the level of their pre‐interview motivation had been intermediate. Candidate state anxiety was unrelated to the favourability of interviewers' evaluations of them.

Selection interview performance and intolerance of ambiguity.

Budner's Intolerance of Ambiguity scale was given to 105 candidates taking part in 493 initial graduate recruitment interviews given by 103 interviewers. Intolerance of ambiguity was positively associated with candidates' level of anxiety before the interview but was negatively associated with their success in the interview. Candidates' anxiety and interview success were uncorrelated.

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

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.

Some relationships between interviewers' personal feelings about candidates and their general evaluation of them

In a study of 551 initial graduate recruitment interviews, 103 interviewers provided a general evaluation of each interviewee. They also indicated how much they liked each applicant personally, and rated his intelligence. Fairly strong relationships were found between liking and overall evaluations, despite the fact that most interviewers did not expect to work with candidates personally. The relationship that was observed between ratings of intelligence and general evaluations was only slightly reduced when the effect of liking was held constant. This was interpreted as suggesting that there may be both affective and cognitive components in interviewers' evaluations of candidates. The possibility that interviewers allow their personal feelings about candidates to bias their judgement of them was also discussed.

Personal and situational factors in the recruitment interview.

Personal and situational factors in the recruitment interview.

The Use of the Interview in Recruitment and Promotion

Public AdministrationVolume 15, Issue 4 p. 433-440 The Use of the Interview in Recruitment and Promotion G. H. Stuart-Bunning O.B.E., G. H. Stuart-Bunning O.B.E.Search for more papers by this author G. H. Stuart-Bunning O.B.E., G. H. Stuart-Bunning O.B.E.Search for more papers by this author First published: October 1937 https://doi.org/10.1111/j.1467-9299.1937.tb03005.xAboutPDF ToolsRequest permissionExport citationAdd to favoritesTrack citation ShareShare Give accessShare full text accessShare full-text accessPlease review our Terms and Conditions of Use and check box below to share full-text version of article.I have read and accept the Wiley Online Library Terms and Conditions of UseShareable LinkUse the link below to share a full-text version of this article with your friends and colleagues. Learn more.Copy URL Share a linkShare onFacebookTwitterLinked InRedditWechat Volume15, Issue4October 1937Pages 433-440 RelatedInformation

The Use of the Interview in Recruitment and Promotion

Public AdministrationVolume 15, Issue 3 p. 313-316 The Use of the Interview in Recruitment and Promotion Mrs. Winifred Raphael B.Sc., Mrs. Winifred Raphael B.Sc. Superintendent of Personnel Section, National Institute of Indusirial PsychologySearch for more papers by this author Mrs. Winifred Raphael B.Sc., Mrs. Winifred Raphael B.Sc. Superintendent of Personnel Section, National Institute of Indusirial PsychologySearch for more papers by this author First published: July 1937 https://doi.org/10.1111/j.1467-9299.1937.tb02484.xAboutPDF ToolsRequest permissionExport citationAdd to favoritesTrack citation ShareShare Give accessShare full text accessShare full-text accessPlease review our Terms and Conditions of Use and check box below to share full-text version of article.I have read and accept the Wiley Online Library Terms and Conditions of UseShareable LinkUse the link below to share a full-text version of this article with your friends and colleagues. Learn more.Copy URL Share a linkShare onFacebookTwitterLinked InRedditWechat Volume15, Issue3July 1937Pages 313-316 RelatedInformation

The Use of the Interview in Recruitment and Promotion

The Use of the Interview in Recruitment and Promotion

The Use of the Interview in Recruitment and Promotion

The Use of the Interview in Recruitment and Promotion

The Use of the Interview in Recruitment an Promotion

The Use of the Interview in Recruitment an Promotion