The Effect of Interviewer Personality and Positive-Negative Affect and Job Applicant Comparison Opportunity on Selection Interview Outcomes

Abstract

This study investigated the effect of interviewer personality, interviewer positive or negative affect during evaluations and applicant comparison opportunity on applicant interview ratings and hiring decisions. In order to manipulate applicant comparison opportunity, three female job applicants having either high, average or low job suitability level, shown in video films were presented to 94 professional personnel selection interviewers in two different order conditions. One group of interviewers were shown the films in the order of high, average and low suitability job applicants. The other group watched the films in the order of low, average and high suitability job applicants. Results show that conscientiousness of interviewers have positive effects on both interview ratings and hiring decision of the high suitability job applicant. Agreeableness positively affects interview ratings in relation to the average and high job suitability applicants whereas openness have a negative effect on interview ratings in relation to the high suitability job applicant. Lack of applicant comparison opportunity affects interview ratings and selection decision in relation to the high suitability job applicant negatively. On the other hand, lack of applicant comparison opportunity does not have any effect on the evaluation of the low suitability job applicant. A three-way interaction among the negative affect of the interviewers, their extraversion and applicant job suitability level on applicant interview ratings is also observed. The results of the study were discussed within the framework of the benefits that structured interviews have. Some suggestions have been provided for organizations.