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

• 成果类型: Editorial Material
• 署名作者: Barrick, Murray R.; Swider, Brian W.; Stewart, Greg L.
• 署名单位: Texas A&M University System; Texas A&M University College Station; Mays Business School; University of Iowa
• 刊物名称: JOURNAL OF APPLIED PSYCHOLOGY
• ISSN/ISSBN: 0021-9010
• DOI: 10.1037/a0019918
• 发表日期: 2010
• 页码: 1163-1172
• 关键词: EMPLOYMENT INTERVIEW; self-presentation tactics; Impression management; rapport building; first impression

摘要

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 = .22) and higher interviewer ratings (r = .42). As predicted, initial evaluations of candidate competence extend beyond liking and similarity to influence subsequent interview outcomes from the same interviewer (Delta R-2 = .05), from a separate interviewer (Delta R-2 = .05), and from another interviewer who skipped rapport building (Delta R-2 = .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.