SELECTION INTERVIEWS: ROLE OF INTERVIEWER WARMTH, INTERVIEW STRUCTURE, AND INTERVIEW OUTCOME IN APPLICANTS’ PERCEPTIONS OF ORGANIZATIONS

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Abstract

This study examined reactions to different types of interviews. It used a 2 × 2 × 2 between-subjects design in which interview script was manipulated in terms of interview structure, interviewer warmth, and interview outcome. Eight job interviews were videotaped using the same 2 people to role-play the job applicant and the interviewer. Undergraduate psychology students participated in this study (N = 257), and were randomly assigned to 1 of the 8 conditions. Participants watched the videos and then completed a questionnaire measuring organizational attractiveness, recommendation intentions, whether they would accept a job offer, and perceptions of organizational justice. The main findings were a significant 3-way interaction found between interview outcome, interview structure, and warmth of the interviewer for accepting a job offer; as well as mediating effects of procedural and interactional justice on the relationship between interviewer warmth on recommendation intentions, organizational attractiveness, and accepting a job offer. Implications for organizational practice include incorporating interviewer warmth into the structured interview process, as well as hiring recruiters who demonstrate warm behaviors. This way, organizations might concurrently make optimal selection decisions, while also creating positive and fair impressions of the organization to applicants.

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