In this study we developed and tested a self-regulatory model of trait affect in job search. Specifically, we theorized that trait positive and negative affect would influence both motivation control and procrastination, and these mediating variables would, in turn, influence job search outcomes through job search intensity. Using longitudinal…

Questions traditional approach to validating employment interview. Notes that individuals are likely to differ in ability to accurately predict employee behavior and that interviewers often differ in their constant tendency to make favorable or unfavorable ratings. Researchers, by failing to consider these tendencies, may inappropriately collapse…

Reviews literature and research on the employment interview that has taken place since last comprehensive review in 1982 and suggests areas for future research. Reports on major changes in findings regarding interview validity, applicant gender impact, and effect of interviewer characteristics and behavior on applicant reactions. Notes that recent…

Evaluated interviewee skills training program in a field setting using a broad sample of interviewers (N=99), jobs, and candidates (N=298). Results indicated that class members responded positively to the program and demonstrated substantial learning. Found interviewer evaluations failed to distinguish between experimental groups, and no…

Examined degree to which agreement in interviewer ratings may be influenced by training, use of structured conventional interviews, or situational interviews. Results from 42 managers experienced as interviewers revealed no training effect on rating agreement; impact of situational format on consistency in assessments of applicant suitability was…

Examined interviewees' assessments of job applicants (N=346) in terms of both general and firm-specific employability (fit). Found assessments of general employability differed from firm-specific assessments; there was a firm-specific component to interviewers' evaluations of job applicants; and interpersonal skills, goal orientation, and physical…

Proposes a highly structured six-step employment interviewing technique which includes asking the same questions, consistently administering the process to all candidates, and having an interview panel. Results of a field study of 243 job applicants using this technique demonstrated interrater reliability, predictive validity, test fairness for…

Examined factors related to job applicants, reactions to job interviews, and their intentions to accept a job. Applicants who responded more favorably to their interviewers felt somewhat more positive about taking a job. Perceived alternative job opportunities moderated the relationship between reactions to the job and acceptance intentions. Race…

A review of conclusions of previous studies indicates that the employment interview lacks reliability and validity. Authors suggests that "...research should be directed toward identification of the variables which are best and most consistently evaluated by the employment interview," and offers suggestions for the practicing personnel…

Author hypothesizes that occupational categories such as general management trainee, which typically rely on the perceiver's implicit personality theory, are more influenced by traits associated with negative applicant stereotyping than occupational categories dependent on specialized, advanced training, such as scientist or engineer. (Author/MB)

Recent findings suggest individuals seek evidence to confirm initial hypotheses about other people, and that seeking confirmatory evidence makes it likely that a hypothesis will be confirmed. Examined the generalizability of these findings to the employment interview. Consistent use of confirmatory hypothesis testing strategies was not found.…

Managers, supervisory personnel, clerical workers, and high school students were administered questionnaires which asked them to indicate whether they would discuss various work-related factors as applicants in an employment interview. A systematic tendency was found for respondents to prefer discussion of "motivators" rather than "hygiene…

Evaluations of applicants using an assessment process were examined for five factors of effective performance. Reliabilities were comparable for applicants grouped by race and sex, and interviewers were calibrated with one another in terms of level of evaluations. (Author)

Examined interviewer judgments, gender, and age data for individuals interviewing for seasonal retail sales positions in two separate years (total N=517). Matched job performance data with interviewer judgments. Results suggest usefulness of the interview in assessment. Females and older applicants received higher average interview evaluations and…

Examined effect of recruiter characteristics using a pre-post study design with college students (N=145) in a campus interview process. Results indicated recruiter characteristics had an impact on perceived job attributes, regard for job and company, and likelihood of joining the company; there was little evidence the effect was moderated by…