Applicants for telemarketing jobs were assigned to 4 groups (32 each): (1) standard interview (control group); (2) job-specific realistic job preview; (3) nonspecific expectation-lowering procedure; and (4) both treatments 2 and 3. All three treatment groups had significantly lower expectations but not higher retention. Combined treatment resulted…

Analysis of 361 campus recruitment interviews found that recruiter behavior did not affect applicant attraction to firms directly but influenced perceptions of job and organizational characteristics. Organizational reputation had a negative effect on attraction, possibly because applicant expectations were not confirmed by the interview. (SK)

Examined process of self-efficacy expectation development, coping with difficult task, and task performance using job interview task with 78 subjects. Results suggest self-efficacy theory generalizes to a career-related task, and that emotion-focused coping mediates the relationship between self-efficacy expectations and perceived performance, but…

Tapes of job interviews with 6 college students with physical disabilities were rated by 31 employers. Students with good nonverbal skills were rated significantly more employable and considered to have higher personal qualities than those with poor nonverbal communication. (SK)

The purpose of this study was to examine the combined and differential effects of five job search behaviors (informal sources, formal sources, preparatory search intensity, active search intensity, job search effort) on five criteria of job search success (job interviews, job offers, employment status, person-job fit, and person-organization fit)…

Examines the independent and joint effects of variations in eye contact and social status on the way in which job applicants tend to be perceived in employment interviewing situations. The key dependent variable is the interviewer's perception of how well the applicant is suited for a job requiring self-confidence. (Author)

Twenty-four professional recruiters interviewed 91 college seniors. Interviewers' subjective impressions of applicants completely mediated effects of applicants' relevant qualifications, but not academic achievement. A positive relationship between interpersonal attraction and interview outcomes suggests interviewers are measuring applicant fit in…

In an earlier experiment, college recruiters evaluated a videotape of an interviewee who was either male or female, and who displayed either a moderately aggressive or passive self-presentation. In the present paper, two studies are presented which replicate and extend the findings of the original experiment. (Author)

Value priorities of campus employment recruiters and liberal arts students were compared using Rokeach's Value Survey. Confirmed: (1) students ranked idealistic values high, while recruiters ranked values applicable to business high; (2) more significant differences were found among instrumental than among terminal values; and (3) recruiters chose…

Personnel representatives were shown one of four videotaped job interviews in which the verbal content of the 16-minute interview was identical, but the interviewee's nonverbal behavior was manipulated. Nonverbal behavior was found to have a significant effect on almost every rating made by subjects in this study. (Author)

Examined three aspects of career exploration (environment exploration, self-exploration, and amount of information acquired) as predictors of interview performance in graduate business students (N=78). Results showed that career exploration activities consistently predicted self-perceptions of readiness and recruiters' ratings but not self-ratings…

This research compares the cue-weighting system which assessors claimed they used with the cue-weighting system one would infer they used based on multiple observations of their assessing behavior. The claimed cue-weighting systems agreed poorly with the empirically calculated cue-weighting systems for all assessors except one who utilized only…

Discusses the employment interview as a method of studying the personality characteristics of job applicants. Describes two studies that indicated a substantial degree of agreement and accuracy in the conceptions held by students and by professional employment interviewers regarding the personality characteristics of personnel managers and…

Evaluated impact of individual difference variables (gender, school performance, Type A behavior) on job search and influence of search on recruitment, interview performance, job offers, and job placement outcomes (search stress and job satisfaction). Results suggest link between job search, interview outcomes, number of job offers, and placement…

Two types of market-referent information--number of applications filed and amount of information about wages--were significantly related to turnover for a sample of 152 entry-level, part-time workers. Differences between beginning wage and wage expected were also related to turnover. Referent choice theory proved useful for studying job search…