Effects of preinterview impressions on questioning strategies in same- and opposite-sex employment interviews
Article Abstract:
Research on employment interviews has not replicated the finding that people tend to seek information about others to confirm preinteraction beliefs. The present study used a free question generation methodology, rather than the previously used experimenter-provided list of questions, to assess the effects of preinterview impressions on questioning strategies. Student interviewers reviewed realistic resumes, application blanks, and job descriptions, which manipulated impressions of applicant suitability, prior to generating the questions they planned to use in an ensuing interview. Results indicated that both men and women adopted confirmatory questioning strategies in that they planned to ask a significantly greater number of questions seeking negative information of low-suitability applicants than of high-suitability applicants, regardless of applicant sex. This same confirmatory effect was observed for both men's and women's use of positive questions for same-sex applicants. However, male and female interviewers adopted disconfirmatory questioning strategies when interviewing applicants of the opposite sex. Potential explanation for these effects are discussed. (Reprinted by permission of the publisher.)
Publication Name: Journal of Applied Psychology
Subject: Social sciences
ISSN: 0021-9010
Year: 1988
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Validity of personnel decisions: a conceptual analysis of the inferential and evidential bases
Article Abstract:
Issues common to both the process of building psychological theories and validating personnel decisions are examined. Inferences linking psychological constructs and operational measures of constructs are organized into a conceptual framework, and validation is characterized as the process of accumulating various forms of judgmental and empirical evidence to support these inferences. The traditional concepts of construct-, content-, and criterion-related validity are unified within this framework. This unified view of validity is then contrasted with more conventional views (e.g., Uniform Guidelines, 1978), and misconceptions about the validation of employment tests are examined. Next, the process of validating predictor constructs is extended to delineate the critical inferences unique to validating performance criteria. Finally, an agenda for programmatic personnel selection research is described, emphasizing a shift in the behavioral scientist's role in the personnel selection process. (Reprinted by permission of the publisher.)
Publication Name: Journal of Applied Psychology
Subject: Social sciences
ISSN: 0021-9010
Year: 1989
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A model of hiring decisions in real employment interviews
Article Abstract:
Past research on variables affecting hiring decisions has emphasized the role of applicant and interviewer demographics. However, recent studies have questioned the generalizability of findings from laboratory interviews to real interviews. In this article, a model of demographics and interviewing decisions is proposed and tested with actual employment interviews. Industrial interviewers (N = 8) provided demographic data concerning themselves and applicants (N = 171), rated applicants on widely studied attributes, and made two hiring decisions. The data support the model that interview outcomes are directly dependent on the more logically relevant variables, such as skill. Furthermore, the influence of demographics is modest and less important than other variables. (Reprinted by permission of the publisher.)
Publication Name: Journal of Applied Psychology
Subject: Social sciences
ISSN: 0021-9010
Year: 1987
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