Communication in employment Interview

•Fairness of impression

management in employment

interviews

•Implicit sources of bias in

employment interview

judgments and decisions

• Focus on the use of Impression Management (IM)

Impression management (IM) refers to individuals’ attempts at determining the impression others form of them regarding their behavior, motivation, morality and other characteristic

•Interviewee and interviewer IM style may have an impact on interview outcome,•Raise concern on the possibleeffect of IM on Validity and fairness of selection decision.

Hypotheses

• H1-interviewee perception of interviewers’ IM use as being fair

will contribute to the prediction of perception of interviewees’ IM use

as being fair too

•H2-interview perceptions of greater IM attempts by the organization

in the ad of an employment vacancy will contribute to the prediction of

greater perceived fairness of IM use by applicants.

•H3- Individuals’ experience of interview will contribute

•to the prediction of perception of interviewee IM use as being fair

Hypotheses

•H5- The country in which individuals are living will contribute to the prediction of their perceptions of the fairness of interviewee IM use in the interview

•H4- Gender will contribute to the prediction of how fair interviewee IM use in interviews is viewed to be interviewees.

•H6: High interviewee Machiavellianism will contribute to the prediction of interviewee IM use as being fairer.

Method

Sample A- Participants = 163, UK students= 81 and Portugal students= 82

Sample B- effectiveness of the organizational IM manipulation was checked using Sample A’s Portuguese. In UK using an independent convenience sample N=74

Measures

1.IM Fairness items For interviewer fairness items: “At job interviews, interviewers may behave in certain ways in order to create a good impression of themselves and their organization, therefore how fair is it for interviewers to do each of the things listed below to create a good impression?” (1= always fair; 5= never fair)

For interviewee: “In order to make a good impression at the interview (for job mention in IM and no IM ad), you may behave in particular ways. How fair would it be for you to do each of the things listed below?” (1= totally fair; 5=totally unfair)

2.Machiavellianism: using the scale the scale’s items are worded positively and negatively(from +3= strongly agree to -3= strongly disagree)

3.Organizational IM: using two Ad “when writing this ad, how hard do you think the organization was trying to make good impression on potential candidate?” (1= very hard, 5=not hard at all)

ProcedureThe Portuguese translation of the questionnaire was checked through. The participants was presented with 1. The interview IM fairness items2. Job advertisement and interviewee IM fairness item3. Machiavellianism scale

RESULTNo IM ad M=2.28IM ad M=1.78Interviewer IM fairness= .798Interviewee IM fairness= .868

Machiavellianism= .66

Hypotheses Testing !

• H1-interviewee perception of interviewers’ IM use as being fair

will contribute to the prediction of perception of interviewees’ IM use

as being fair too

•H2-interview perceptions of greater IM attempts by the organization

in the ad of an employment vacancy will contribute to the prediction of

greater perceived fairness of IM use by applicants.

•H3- Individuals’ experience of interview will contribute

•to the prediction of perception of interviewee IM use as being fair

Hypotheses

•H5- The country in which individuals are living will contribute to the prediction of their perceptions of the fairness of interviewee IM use in the interview

•H4- Gender will contribute to the prediction of how fair interviewee IM use in interviews is viewed to be interviewees.

•H6: High interviewee Machiavellianism will contribute to the prediction of interviewee IM use as being fairer.

Relevance

Of this

Research

•recruiting and screening tool appropriateness of content •Information-Gathering Tool

interviewees form an opinion about the

company based on the questions behavior •tool for socialization . The effectiveness and fairness depends

on what information is communicated

Relevance

Of this

Research

Implicit sources of bias in employment interview judgments and decisions

Hypotheses

H1- typee

H2- type

Type here

Relevance

Of this

Research

Future Trend