Essay on Prenatal Interviews Are Better Than Unstructured Interviews

922 Words Oct 1st, 2016 4 Pages
Research from Huffcutt and Arthur in 1994 and subsequent research from Levashina, Hartwell Morgeson and Campion in 2014 have shown that structured interviews are better than unstructured interviews in predicting job applicant success (Swider, 2016). Even in a structured interview, interviewers can be unduly influenced by the unstructured section of the interview when the interviewer casually chats with the applicant (Swider, 2016). Swider’s research (2016) suggests that no part of the interview should be unstructured even if it means a less cordial interchange between the interviewer and the applicant. While the initial impression can influence an interviewer, Swider suggests that it is not only the initial impression but rather subsequent interactions that confirm the initial impression that most significantly influence an interviewer’s assessment of a candidate (Swider, 2016).
Kepes’ research does not support that the character trait of conscientiousness is a predictor of a candidate’s performance in a specific job (Kepes, 2015). Kepes’ research contradicts that of Shaffer (Kepes, 2015). Wanberg found that companies have biases against older workers due to the cost of health insurance costs (Wanberg, 2015). Employer bias was found to be higher when the age of a job applicant was higher (Wanberg, 2015).
For certain occupations, obese job applicants are less likely to be hired (Nickson, 2016). Nickson (2016) also finds that obese women are more likely to be judged based…

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