Initial Evaluations in the Interview: Relationships with Subsequent Interviewer Evaluations and Employment Offers

Autor/inn/en	Barrick, Murray R.; Swider, Brian W.; Stewart, Greg L.
Titel	Initial Evaluations in the Interview: Relationships with Subsequent Interviewer Evaluations and Employment Offers
Quelle	In: Journal of Applied Psychology, 95 (2010) 6, S.1163-1172 (10 Seiten) PDF als Volltext Verfügbarkeit
Sprache	englisch
Dokumenttyp	gedruckt; online; Zeitschriftenaufsatz
ISSN	0021-9010
DOI	10.1037/a0019918
Schlagwörter	Employment Interviews; Interpersonal Relationship; Evaluation; Job Applicants; Job Application; Job Search Methods; Personnel Selection; Scores; Internship Programs; Hypothesis Testing; Undergraduate Students; Accounting + Suchen Sie Ihr Suchwort? Employment interview; Employment interviewing; Einstellungsgespräch; Bewerbungsgespräch; Interpersonal relation; Interpersonal relations; Interpersonelle Beziehung; Zwischenmenschliche Beziehung; Evaluierung; Bewerber; Bewerbung; Arbeitsplatzsuchtheorie; Personalauswahl; Personalentscheidung; Berufspraktische Ausbildung; Hypothesenprüfung; Hypothesentest; Abrechnung; Buchführung; Buchhaltung
Abstract	The authors of this study examine how evaluations made during an early stage of the structured interview (rapport building) influence end of interview scores, subsequent follow-up employment interviews, and actual internship job offers. Candidates making better initial impressions received more internship offers (r = 0.22) and higher interviewer ratings (r = 0.42). As predicted, initial evaluations of candidate competence extend beyond liking and similarity to influence subsequent interview outcomes from the same interviewer (deltaR[superscript 2] = 0.05), from a separate interviewer (deltaR[superscript 2] = 0.05), and from another interviewer who skipped rapport building (deltaR[superscript 2] = 0.05). In contrast, assessments of candidate liking and similarity were not significantly related to other judgments when ratings were provided by different interviewers. The findings of this study thus indicate that initial impressions of candidates influence employment outcomes, and that they may be based on useful judgments of candidate competence that occur in the opening minutes of the structured interview. (Contains 7 tables and 1 figure.) (As Provided).
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Erfasst von	ERIC (Education Resources Information Center), Washington, DC
Update	2017/4/10