Contributes to scholarship on employment interviewing effectiveness. Outlines how some interviewer strategies are actually counterproductive. Argues that interviewers can better serve employers' and applicants' needs by enabling the best performances of which applicants are capable, practicing conscious transparency, and sharing control of the…

Finds that the three most common recruiter verbal behaviors were statements disclosing company information, self-disclosures, and Helper Responses (asking applicants questions). Finds that recruiters who paraphrased, asked questions, and made influencing statements tended to be rated significantly higher on their expertness, or competence. (SR)

Explores the factor structure underlying communication behaviors in employment interviews, and the effects of interviewer gender and age. Reveals six dimensions of influential communication factors: resourcefulness, written credentials, support for arguments, social attributes, comportment, and style. (SR)

Notes that companies emphasize ethical behavior, and schools and professional groups devote many resources to applied ethics training. Describes initial construct validation of a structured ethical integrity pre-employment interview. Reviews evidence relating to cognitive and impression management strategies used when college students encounter an…

Addresses how fundamental questions associated with research on gender and employment interviewing might be inherently biased. Contends that gender bias is prevalent in the workplace. Examines employment interviewing and what appears to be inconclusive evidence of gender bias in this context. Suggests guidelines for researchers interested in…

Examines the relationship among demographic factors, employment interview communication patterns, and employment interview outcomes. Finds that gender and race factors had no direct impact on interview outcomes (ratings and referrals) nor did these factors indirectly affect outcomes through communication patterns. (SR)

Examines whether the influence of applicants' interviewing skills on recruiters' recommendations depends upon the relevancy of effective oral communication to the position in question. Finds that recruiters for communication-irrelevant positions place more emphasis on candidates' applications, although recruiters tended to recommend effective over…

Examines university students' employment interview satisfaction. Finds that interview communication satisfaction significantly predicted applicants' postinterview attraction to vacancies; whereas preinterview attraction to vacancies did not predict applicants' interview communication satisfaction; and applicants' employment intentions were…

Contributes to scholarship on communicative processes in employment interviewing and on cultural diversity. Discusses communication processes aligned with nondominant group membership. Presents a picture of the performance burdens that members of traditionally underrepresented groups may experience when attempting to meet traditional expectations…

Describes the development and testing of a structured ethical integrity interview that can be used in the selection of applicants. Examines directions for future testing and study. (SR)

Explores assumptions about employment interviewing and suggests an integrated agenda for discovery, learning, and engagement that diverges from conventional thinking. Notes that in attempts to establish just procedures and outcomes in interviews, identities associated with race/ethnicity, sexual-social orientation, ablebodiness, class, gender, and…

Reviews the management recruiters training program used by the American Telephone and Telegraph Corporation. Points out that one aspect of the program is to ignore communication variables in the initial interview. Discusses implications of this approach. (JMF)

Reports two studies investigating the training of employment interviewers, focusing on: (1) differences in the way trained and untrained interviewers used applicant characteristics to evaluate acceptability for employment, and (2) the manner of conducting the interview, applicants' reactions to the interviewer, and the interviewer's evaluation of…

Examines two major procedures in getting jobs: resume preparation and interviewing. Concludes that (1) students and recruiters agree that written and oral communication are the most important job-related skills and (2) traditional resume formats are favored over attempts to be more visually creative. (PD)