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
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According to Baert (2016), when identical resumes and applications were used in the study, a resume with a woman’s name received 33% fewer opportunities for a job interview than resumes with a man’s name. Baert concludes that organizations must take extra measures to make sure women candidates have equal opportunities (Baert, 2016). Aysina’s study shows how role-play scenarios can improve the effectives of long-term unemployed job applicants (Aysina, 2016).
Kurian’s research supports the use of the behavioral interview as an effective means to select candidates (Kurian, 2016). Kurian also quotes the Davila and Kursmark study from 2004 that finds the interview is the most common method used by companies to select new employees (Kurian, 2016). The main limitation with the use of the interview is that some applicants lie in response to some of the interview questions (Kurian, 2016). According to Kurian, the current market for exceptional employees is tight and care should be taken to nurture candidates through the interview process (Kurian, …show more content…
According to Feeney (2016), women have higher levels of anxiety during a job interview than males. Feeney indicates that the anxiety is manifested in the areas of nervousness and apprehension for women applicants (Feeney, 2015). According to Feeney, the additional levels of anxiety do not disadvantage women disproportionately to men in a job interview (Feeney, 2015).
Kang’s research recounts examples of minority job seekers taking extraordinary measures to make a resume appear less ethnic or less racially identifiable (Kang, 2016). Roach reported on Hoffman’s research that suggests organizations should rely more on quantitative test data as a predictor of applicant future job performance (Roach, 2016).
It is normal for job applicant to attempt to adapt to the specific interview scenario (Preiss, 2015). Preiss quotes the Viswesvaran and Ones 1999 study and the Birkeland 2006 study that show personality tests can be easily manipulated (Preiss, 2015). Candidates have the ability to overly emphasize positive attributes and the ability downplay the impact of negative attributes (Preiss,
According to Baert (2016), when identical resumes and applications were used in the study, a resume with a woman’s name received 33% fewer opportunities for a job interview than resumes with a man’s name. Baert concludes that organizations must take extra measures to make sure women candidates have equal opportunities (Baert, 2016). Aysina’s study shows how role-play scenarios can improve the effectives of long-term unemployed job applicants (Aysina, 2016).
Kurian’s research supports the use of the behavioral interview as an effective means to select candidates (Kurian, 2016). Kurian also quotes the Davila and Kursmark study from 2004 that finds the interview is the most common method used by companies to select new employees (Kurian, 2016). The main limitation with the use of the interview is that some applicants lie in response to some of the interview questions (Kurian, 2016). According to Kurian, the current market for exceptional employees is tight and care should be taken to nurture candidates through the interview process (Kurian, …show more content…
According to Feeney (2016), women have higher levels of anxiety during a job interview than males. Feeney indicates that the anxiety is manifested in the areas of nervousness and apprehension for women applicants (Feeney, 2015). According to Feeney, the additional levels of anxiety do not disadvantage women disproportionately to men in a job interview (Feeney, 2015).
Kang’s research recounts examples of minority job seekers taking extraordinary measures to make a resume appear less ethnic or less racially identifiable (Kang, 2016). Roach reported on Hoffman’s research that suggests organizations should rely more on quantitative test data as a predictor of applicant future job performance (Roach, 2016).
It is normal for job applicant to attempt to adapt to the specific interview scenario (Preiss, 2015). Preiss quotes the Viswesvaran and Ones 1999 study and the Birkeland 2006 study that show personality tests can be easily manipulated (Preiss, 2015). Candidates have the ability to overly emphasize positive attributes and the ability downplay the impact of negative attributes (Preiss,