Confirming first impressions in the employment interview: A field study of interviewer behavior.

Examined behavioral styles used by interviewers to confirm their 1st impressions of job applicants. Three interviewers in a corporate setting formed 1st impressions based on application blank and test score information. They then conducted audiotaped interviews. Coders independently coded 79 interviews and found that 1st impressions were related to confirmatory behavior. Interviewers followed up positive 1st impressions, for example, by showing positive regard toward applicants, "selling" the company and giving job information, and gathering less information. Applicants' communication style and rapport with interviewers also differed. Significant differences in confirmatory behaviors also occurred among the 3 interviewers. A number of interviewer behaviors, especially positive regard, were related to applicant behavior in interviews. Although previous studies of expectancy confirmation have produced mixed results, the present results suggest that interviewers in natural settings do use confirmatory strategies, underscoring the importance of additional research on "self-fulfilling prophecies." (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Correlational tests of predictions from a process model of the interview.

We conducted a field study to test eight propositions derived from a process model of the selection interview (Dipboye, 1982; Dipboye & Macan, 1988). According to the model, interviewers' preinterview impressions of an applicant bias the subsequent conduct of the interview and processing of information in the direction of confirming these initial impressions. To test predictions from the model, we surveyed managers and the applicants they interviewed in each of 164 interviews. In support of the model, interviewers' preinterview evaluations were positively related to postinterview evaluations of applicant qualifications and process variables predicted to mediate this relation. Results also supported the model in that interviewers with favorable preinterview impressions were more likely to attribute good interview performances to the applicants' qualifications for the job and poor performances to external factors. Contrary to the model, confidence failed to moderate the above findings, and preinterview impressions were not predictive of applicant reports of interviewers' time spent in questioning. Some possible implications of the model for future research and for improving interview practice are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The use of impression management tactics in structured interviews: A function of question type?

This study investigated impression management tactic use during structured interviews containing both experience-based and situational questions. Specifically, the authors examined whether applicants' use of impression management tactics depended on question type. Results from 119 structured interviews indicated that almost all of the applicants used some form of impression management. Significantly more assertive than defensive impression management tactics were used, and among assertive tactics, applicants tended to use self-promotion rather than ingratiation. However, different question types prompted the use of different impression management tactics. Ingratiation tactics were used significantly more when applicants answered situational questions, whereas self-promotion tactics were used significantly more when applicants answered experience-based questions. Furthermore, the use of self-promotion and ingratiation tactics was positively related to interviewer evaluations. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Information processing strategies in counselor hypothesis testing: The role of selective memory and expectancy.

The issue of confirmatory bias in counselors' clinical hypothesis testing was explored. Previous research has suggested that counselors are unbiased when constructing questioning strategies to test a client hypothesis. This study proceeded on the assumption that questioning is only the beginning of the hypothesis-testing process. In 2 experiments, the way counselors remembered information about a client was examined, and information from a client narrative was selected. In Exp 1, experienced counselors remembered more confirmatory than disconfirmatory information, even when the report they reviewed contained more disconfirmatory information. In Exp 2, counselors in training selected more confirmatory than disconfirmatory information, even when the report they reviewed contained more disconfirmatory information. Conclusions of the study were the following: Counselors need to be aware of these biases, and counselor education should explicitly train counselors to avoid them. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Managerial selection decision models: Examination of configural cue processing.

Evaluation of applicants for middle- and upper-level managerial positions and recommended starting salaries were examined in a sample of 44 male and 24 female line and staff managers. We postulated hypotheses that (a) managers would use job-relevant and job-irrelevant variables in evaluation of applicants, (b) the managers' selection decision models would involve configural cue processing, (c) managers' demographic characteristics would affect their evaluations of applicants for managerial positions, and (d) applicant sex and race would affect starting salary recommendations, after controlling for human capital variables. Subjects viewed videotaped presentations by 16 applicants and evaluated them for the job for which they were applying. Variables of applicant age, sex, race, experience, education, and level of job for which applying were manipulated. The results supported four of the five hypotheses. Job-irrelevant variables were used heavily in selection decisions, and decision models were complex, with multiple interactions among the decision cues. Subject demographic characteristics were the strongest predictors of starting salary recommendations. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Looked over or overlooked? Prescreening decisions and postinterview evaluations.

Past research indicates that interviewers' initial impressions of job applicants affect their subsequent evaluations. These findings, however, come either from naturalistic studies that do not control for the applicants' qualifications or from laboratory experiments that cannot assess what occurs in real interviews. The present study examined preinterview impressions and postinterview evaluations in the context of prescreening decisions. Job applicants who were prescreened into interviews were judged more favorably by recruiters than applicants who were not prescreened. Because many applicants were prescreened by some organizations and not by others, the authors were able to control for applicant qualifications and show that the same individuals were rated more favorably when prescreened than when not prescreened. Finally, the results ruled out the possibility that findings simply reflect accurate preinterview assessments of applicant-job "fit." (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

An investigation of sex discrimination in recruiters' evaluations of actual applicants.

This study investigated whether sex discrimination existed in recruiters' evaluations of applicants in real employment interviews and, if so, whether other variables could explain it. The variables examined were the perceived similarity of the applicant to the recruiter, the interpersonal attraction felt by the recruiter toward the applicant, and the applicant's objectively measured and subjectively measured qualifications. Applicant sex did not directly or indirectly affect recruiters' evaluations of applicants in campus interviews, providing no evidence of sex discrimination. Instead, subjective qualifications had a significant effect on evaluations and also mediated the effects of perceived similarity, interpersonal attraction, and objective qualifications on evaluations. Recruiters saw stronger subjective qualifications in applicants with high scholastic performance whom they viewed as similar to themselves and whom they liked. Perceptions of these qualifications, in turn, were the primary determinant of evaluations. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

"Sweet smell of success"? The impact of pleasant artificial scents on evaluations of job applicants.

19 male and 26 female undergraduates interviewed male or female applicants for an entry-level management position. Applicants were actually confederates of the researcher who wore or did not wear a measured amount of a popular perfume or cologne. Following the interview, Ss rated each applicant on a number of job-related dimensions and personal characteristics. Results indicate that both sex of S and the presence or absence of scent affected the ratings of the applicants. Males assigned lower ratings to these persons when they wore perfume or cologne than when they did not; females showed the opposite pattern. Moreover, this was true both for job-related and personal characteristics. Results may reflect greater difficulty on the part of males than females in ignoring extraneous aspects of job applicants' appearance or grooming. (10 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Counselor hypothesis-testing strategies.

Conducted 2 experiments relevant to the questioning strategies counselors use in testing their hypotheses about clients. In Exp I, 60 undergraduates were asked to select 12 questions from a list of 38 that would be most helpful in getting to know someone. Ss were asked to test a hypothesis that the other person was an extravert or introvert. The questions were categorized by the experimenters as extraverted, introverted, unbiased, or irrelevant. Most Ss selected a strategy that favored unbiased questions over biased ones. In Exp II, 40 Ss played the roles of clients, and 40 advanced doctoral students in counseling or clinical psychology played the roles of counselors. Counselors were advised that they would soon meet with their client to test a hypothesis that the client possessed or lacked self-control. Counselors were instructed to compose 10 questions to ask the client. The actual interviews were then recorded. The frequency with which counselors developed questions that were confirmatory, disconfirmatory, irrelevant, or unbiased in regard to the hypothesis was not influenced by the specific hypothesis. Results of both experiments do not confirm the hypothesis that counselors preferentially seek information to confirm hypotheses about clients. (21 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

What mediates sex discrimination in hiring decisions?

Bogus resumes were evaluated by 212 business professionals to discover what mediates sex discrimination in hiring decisions. We hypothesized that discrimination against women and men who applied for stereotypically "masculine" and "feminine" jobs, respectively, could be reduced by providing individuating information suggesting that the applicant was an exception to his or her gender stereotype and possessed traits usually associated with the opposite gender. We also hypothesized that individuating information consistent with stereotypes about an applicant's gender would decrease the probability that an applicant would be evaluated favorably for a job usually considered appropriate for the other gender. We found that individuating information eliminated sex-typed personality inferences about male and female applicants and affected applicants' perceived job suitability; however, sex discrimination was not eliminated. We suggest that sex discrimination is mediated by occupation stereotypes that specify both the personality traits and the gender appropriate for each occupation. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Realistic job previews: A test of the adverse self-selection hypothesis.

The realistic job preview (RJP) literature has focused more on posthire outcomes such as employee retention than on prehire outcomes such as applicant attraction and job choice behavior. This study extends the RJP literature by focusing on 2 important issues related to applicant attraction: (a) the weight applicants place on negative information in relation to other variables such as pay level and promotional opportunity and (b) whether the "best" applicants react differently to negative information than do other applicants (adverse self-selection). Results indicate that applicants place a fairly high negative weight on negative job information, relative to other vacancy characteristics. The results regarding adverse self-selection are less clear but suggest that the highest quality applicants may be less willing to pursue jobs for which negative information has been presented, especially when doing so imposes opportunity costs. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Employment interviewers' errors in processing positive and negative information.

Suggests that previous findings that employment interviewers give too much weight to negative information when evaluating an applicant are an artifact of the research methods used. 39 employment interviewers rated information units and applicants. The research design included 2 refinements: (a) comparable scales were used for obtaining measures of both information valence and information use, and (b) redundant information was partialled out. Results show that interviewers processed negative information accurately but did not place sufficient weight on positive information. Some probable causes and practical implications of this finding are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Gender-related biases in admission decisions

This study tested the effects of applicant gender and attractiveness on admission ratings, personality attributions and causal attributions in the student admission decision-making process in allied health education. The study showed that although gender stereotypes are very strong, they did not affect admission ratings. However, the study did reveal that attractive candidates received higher admission ratings than unattractive applicants and the past successes of attractive applicants were more likely attributed to internal causes while the past successes of unattractive applicants were more often attributed to external causes.     

Target complicity in the confirmation and disconfirmation of erroneous perceiver expectations: immediate and longer-term implications

The authors explored the role of target self-presentational goals in the expectation confirmation process within the context of simulated employment interviews. As predicted, applicants encouraged to be deferential inadvertently succumbed to their interviewers' expectation; applicants encouraged to be challenging, to advance their own agenda, did not. The challenging-motivated applicants succeeded in disconfirming negative expectations by presenting favorable information about themselves even in the face of negatively constraining interviewer questions; other theoretically relevant behaviors were not supported as mediators. Of added interest, the self-fulfilling prophecies observed for the deference-motivated applicants carried over to a 2nd interview because of changes in applicant self-perceptions following the 1st interview.     

Effects of actual deception and suspiciousness of deception on interpersonal perceptions.

36 undergraduate "interviewers" each interviewed an introverted and an extraverted "applicant," as assessed by the Eysenck Personality Inventory. One of the applicants acted honestly, the other dishonestly (i.e., extraverts presented themselves as introverts and introverts presented themselves as extraverts). Interviewers were either naive or primed to expect the possibility that deception might be occurring. Primed interviewers were not more accurate than naive interviewers in detecting deception or in discerning applicants' true dispositions. However, the primed interviewers were less confident about their judgments, and they tended to perceive all applicants as more deceptive than did the naive interviewers. Applicants who were interviewed by primed interviewers felt somewhat less successful in their attempts to portray their intended impressions (even though they really were not less successful), and they perceived their interviewers as more manipulative. In the dishonest interviews, the correspondence between the applicants' and the interviewers' perceptions of the interview, and of each other, was significantly lower than in the honest interviews. (27 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Sexism and Beautyism Effects in Selection as a Function of Self-Monitoring Level of Decision Maker.

The authors, in two experiments, investigated the influence of the sex and attractiveness of applicants for male and female sex-typed jobs on selection decisions made by low and high self-monitors. In both experiments, attractiveness and the congruence between applicants' sex and the sex type of the job influenced selection decisions. In addition, high self-monitors were more influenced by attractiveness and sex of the applicant when hiring for sex-typed jobs than low self-monitors, but this difference in hiring pattern was not evident when the job was gender neutral. Results indicate that job applicants may encounter different employment opportunities as a function of their sex, their physical attractiveness, the sex type of the job, and the self-monitoring level of the decision maker. Implications of results are discussed and suggestions for future research are offered. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Importance of contrast effects in employment interviews.

Examined contrast effects by having 80 students watch 3 videotaped interviews of job applicants and rate them in terms of their job qualifications. 2 videotapes were used to establish a frame of reference; ratings of the 3rd were evaluated for contrast effects. It was found that contrast effects were statistically significant, but they accounted for a small part of the total variance in ratings when high- or low-suitability applicants were seen in the 3rd position. When an average applicant was preceded by 2 high- or 2 low-suitability applicants, however, contrast effects accounted for a substantial part (80%) of the total variance. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Selection fairness information and applicant reactions: A longitudinal field study.

Although laboratory studies have found that selection information can affect applicant perceptions, this has not been tested in the field. The authors followed 2 cohorts of police applicants (N = 274) in a longitudinal study to examine the relationship between information, applicant perceptions, and behavior (e.g., turnover). Information was related to perceived fairness measured at the time of testing and 1 month later when applicants received their results. Information moderated the relationship between outcome favorability and test-taking self-efficacy among African Americans but not among Whites. Information was not related to the behavioral measures. The discussion focuses on why certain findings from previous studies were not replicated and on the use of information when applicants have an investment in getting a job. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Sexual discrimination in the use of letters of recommendation: A case of reverse discrimination.

Possible sexual discrimination was examined in the use of letters of recommendation. Eight different letters of recommendation (male or female writer, male or female applicant, favorable or unfavorable letter) were written for applicants applying for a management (trainee) position. A mailed questionnaire along with 1 version of the letter was sent to 128 personnel managers. An ANOVA was computed on the 75 usable responses to the questionnaire. Female applicants were preferred over male applicants in terms of proceeding with an interview, thus demonstrating a case of reverse discrimination. In addition, managers judged female applicants to have more initiative and responsibility and greater ability to learn quickly than male applicants. The sex of the writer had no significant main effect on the dependent variables, but entered into several interesting interactions. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Counselor hypothesis testing strategies: The role of initial impressions and self-schema.

Tested, in 2 experiments, the robustness of the findings of the 1st author and L. A. Newman (see record 1984-04824-001) concerning the lack of confirmatory bias in the way that counselors collect data to test their hypothesis. In Exp I, 40 counselors (aged 25–55 yrs) were asked to develop their own clinical hypothesis to determine whether investment or involvement in the hypothesis may influence counselors to be biased in the questions they ask. In Exp II, 40 counseling students (aged 22–54 yrs) were given a hypothesis to test that was consistent with their self-schema to determine whether bias toward confirmation occurs when the counselor is testing a hypothesis that is also an important part of their own self-concept. Confirmatory bias in hypothesis testing was not supported in either experiment. Results support the position that the bias toward constructing confirmatory questioning strategies reported in social judgment literature may be more a function of the methodology used than of a strong tendency for individuals to be confirmatory. (20 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)