Fit perceptions in the employment interview: The role of similarity, liking, and expectations.
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| Title: | Fit perceptions in the employment interview: The role of similarity, liking, and expectations. |
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| Authors: | García, M. F. (AUTHOR), Posthuma, R. A. (AUTHOR), Colella, A. (AUTHOR) |
| Source: | Journal of Occupational & Organizational Psychology. Jun2008, Vol. 81 Issue 2, p173-189. 17p. 2 Diagrams, 2 Charts. |
| Subjects: | Job applications, Interviewers, Employee selection, Expectation (Psychology), Personnel management, Labor supply |
| Abstract: | We examined (1) how interviewers construct fit perceptions about applicants and (2) the relationship between these perceptions and actual hiring recommendations. It was hypothesized that actual demographic similarity and human capital similarity would indirectly affect fit perceptions. These fit perceptions would be predicted by the interviewer's perceived similarity to applicants, mediated by two factors: interviewers' liking of the applicant and interviewers' expectations of applicant performance. Actual interviewer-applicant dyads (N = 118) were studied. The results indicated that the relationship between perceived similarity and fit perceptions is mediated by performance expectations but not by liking. This study provides evidence that interviewers are more rational than previous research suggested. However, the fact that human resource interviewers are more likely to perceive applicants as similar to themselves than line interviewers suggests that interviewers' neutrality is questioned. [ABSTRACT FROM AUTHOR] |
| Copyright of Journal of Occupational & Organizational Psychology is the property of Wiley-Blackwell and its content may not be copied or emailed to multiple sites without the copyright holder's express written permission. Additionally, content may not be used with any artificial intelligence tools or machine learning technologies. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.) | |
| Database: | Psychology and Behavioral Sciences Collection |
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| Abstract: | We examined (1) how interviewers construct fit perceptions about applicants and (2) the relationship between these perceptions and actual hiring recommendations. It was hypothesized that actual demographic similarity and human capital similarity would indirectly affect fit perceptions. These fit perceptions would be predicted by the interviewer's perceived similarity to applicants, mediated by two factors: interviewers' liking of the applicant and interviewers' expectations of applicant performance. Actual interviewer-applicant dyads (N = 118) were studied. The results indicated that the relationship between perceived similarity and fit perceptions is mediated by performance expectations but not by liking. This study provides evidence that interviewers are more rational than previous research suggested. However, the fact that human resource interviewers are more likely to perceive applicants as similar to themselves than line interviewers suggests that interviewers' neutrality is questioned. [ABSTRACT FROM AUTHOR] |
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| ISSN: | 09631798 |
| DOI: | 10.1348/096317907X238708 |
