Abstract and Keywords
This chapter reviews the research on the most frequently used of all instruments of employee selection: the interview. When considered as a means of assessing applicant job qualifications, the interview is typically discussed from the interviewer's perspective. We propose in the present chapter that the quality of the interview as a tool of assessment depends on taking into consideration both the interviewer and the applicant perspective. Interviewers attempt to gather information on applicants and select among them. Although it is apparent that structuring the process improves the reliability and validity of their assessments, interviewers must balance the goal of selection with other goals such as recruitment. On the other hand, applicants manage impressions, gather information, and judge the position and the work environment. We discuss the alternative objectives that both interviewer and applicant bring to the interview and how these objectives can clash. We conclude by considering strategies for improving the interview as a means of assessment by dealing with tensions that can exist between and within interviewer and applicant.
Keywords: employment interviews, personnel selection, recruitment, applicant impression management, interview processes, interviewer evaluations, structured interviews, interview training, applicant reactions, job applicant interviews
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