Employers often look at job applicants’ social media pages prior to making hiring decisions. What kind of information is available, and how is it related to recruiter evaluations?
Researchers investigate whether rapport building on job interviews is helpful or harmful to the process of accurately assessing employees.
Consider new research that explores whether an interviewer’s professional discourtesy can lower a job seeker’s motivation.
Structured job interviews often include behavioral questions, where the applicant is supposed to talk about a time when he demonstrated a particular skill or ability. Storytelling is an important aspect of being able to answer these types of questions successfully. A new study explores the important role of storytelling in interviews and shows how to increase your likelihood of getting hired.
Job interviewers often have two goals in mind when meeting an applicant and conducting a job interview: Evaluate the candidate’s fit for the company or position, and “sell” the job to the prospective employee. A new study shows how this “selling orientation” negatively impacts interviewers’ judgment, suggesting a separation of the attraction and evaluation processes.
Job applicants are oftentimes deceptive on job interviews. How can employers detect the dishonest candidates and spot the truthful ones?
Researchers explore the use of structured employment interviews, specifically noting how they can be used to improve employee selection systems.
From a statistical point of view, a perfectly reliable interview is one in which interviewees and interviewers react identically to identical situations: interviewees answer the same question the same way every time, and interviewer interpret, evaluate, and rate identical responses identically. But is this really an ideal interview process from a real-world perspective?
Most people are able to learn the situational demands of different environments and apply them appropriately. The job selection process, with its involved interviews and situational tests, is a peculiar and specialized kind of environment. New research suggests that an under-examined element that may come into play, not only during this part of the hiring process, but also in job performance generally.
Researchers show how job candidates assess person-organization fit via the job interview process. What does this this mean for organizations?
