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The Psychology of Interviewing

Delving into the intricate world of interviewing psychology unveils a tapestry of nuanced interactions that shape the hiring landscape. From the rapid judgments formed in the initial seconds to the subtle influence of cultural norms, understanding these psychological dynamics is paramount for both interviewers and candidates. In this exploration, we navigate through seminal research, shedding light on the significance of first impressions, unconscious biases, nonverbal cues, and the delicate balance between structured and unstructured interviews.

The Complex Dynamics between Interviewers and Interviewees:

1. First Impressions Matter:
Research by Ambady and Rosenthal (1993) shows that interviewers form initial impressions of candidates within the first few seconds of meeting them. This ‘thin-slicing’ of information can significantly impact the interview outcome.

2. Unconscious Bias:
A study by Bertrand and Mullainathan (2004) revealed that resumes with names typically associated with ethnic minorities received fewer callbacks than those with ‘white-sounding’ names. This highlights the presence of unconscious bias in the hiring process.

3. Nonverbal Communication:
Mehrabian’s (1971) research emphasized the importance of nonverbal communication, suggesting that only 7% of a message’s meaning comes from the words spoken, while 55% is attributed to body language and 38% to tone of voice.

4. The Stress Interview:
Baumeister et al. (2003) conducted a study on stress interviews, where interviewers purposefully create stressful situations. The research showed that high-stress interviews can lead to poor candidate performance, emphasizing the need for fair and constructive interview practices.

5. Cultural Differences:
Research by Matsumoto (2006) demonstrates how cultural norms can influence interview behavior. Understanding these differences is crucial for cross-cultural interviews to ensure fairness and effectiveness.

6. Confirmation Bias:
Snyder and Swann (1978) found that interviewers often seek information that confirms their initial impressions, leading to confirmation bias. This can result in overlooking critical information about candidates.

7. Structured vs. Unstructured Interviews:
Studies by McDaniel et al. (1994) and Huffcutt and Arthur (1994) have highlighted the advantages of structured interviews over unstructured ones. Structured interviews, with predetermined questions and scoring criteria, tend to be more reliable and valid.

8. Post-Interview Decision Making:
Research by Highhouse and Gillespie (2009) explored how interviewers make decisions after interviews. They found that interviewers often rely on their intuitive judgments rather than following a structured evaluation process.

Wrapping Up:

Understanding the psychology of interviewing can help organizations develop fairer and more effective interview processes. It also underscores the importance of training interviewers to mitigate biases and make informed decisions. These studies provide a glimpse into the complex interplay of psychological factors that influence the interview process.

Ace your interview with these insightful tips, and check out the next blog on our website Imperfect. It’s a guide to navigating interviews with confidence and making the hiring process fairer for everyone.

– Urveez Kakalia.

Reference:

Ambady, N., & Rosenthal, R. (1993). Half a minute: Predicting teacher evaluations from thin slices of nonverbal behavior and physical attractiveness. Journal of Personality and Social Psychology, 64(3), 431-441.

Bertrand, M., & Mullainathan, S. (2004). Are Emily and Greg More Employable Than Lakisha and Jamal? A Field Experiment on Labor Market Discrimination. American Economic Review, 94(4), 991-1013.

Mehrabian, A. (1971). Silent Messages: Implicit Communication of Emotions and Attitudes. Wadsworth Publishing.

Baumeister, R. F., Vohs, K. D., & Funder, D. C. (2007). Psychology of self-regulation: An introductory review. Social and Personality Psychology Compass, 1(1), 1-14.

Matsumoto, D. (2006). Culture and Psychology: People Around the World. Wadsworth Publishing.

Snyder, M., & Swann, W. B. (1978). Hypothesis-testing processes in social interaction. Journal of Personality and Social Psychology, 36(11), 1202-1212.

McDaniel, M. A., Whetzel, D. L., Schmidt, F. L., & Maurer, S. D. (1994). The validity of employment interviews: A comprehensive review and meta-analysis. Journal of Applied Psychology, 79(4), 599-616.

Huffcutt, A. I., & Arthur, W. (1994). Hunter and Hunter (1984) revisited: Interview validity for entry-level jobs. Journal of Applied Psychology, 79(2), 184-190.

Highhouse, S., & Gillespie, J. Z. (2009). Do samples really matter that much? In situ versus distal predictors of interview performance. Human Performance, 22(1), 44-67.