Impressions Updated

8/2/2019 Impressions Updated

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IMPRESSIONS IN JOB

INTERVIEWS

MGTC90 Group Presentation

Mika Wu (997802613), Yiyi Chi (998502160),

Sakib Niaz (997678730), Jenny Qin (997486741),

Jenny Quan (997516745)


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Outline

o Hypothesis

o Key Variables

o

Arguments supporting hypothesiso Counterarguments to hypothesis

o Studies supporting and not supporting hypothesis

o Future Research


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Hypothesis

Impressions based on aspects such as

appearance, race, gender, and other factors

affect the outcomes in a job interview.


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Key Variables

WorkExperience/

Seniority

Education


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Beatas Study

o Variable: Job Experience

o Results: No significant difference between

interviewees with previous job experience and

without


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Schick and Kunneckes Study

o Variables: Education (Grades, Degrees)

o Results:

Educational variables have little or norelationship with job related measures

Individuals personality is more important than

academic achievement


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Campions Study

o Variables:

Overall general impression

Relevant work experience

Academic achievement

o Results: Rely more on impressionistic information

than concrete information

Campion, 1978


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Impressions are Important

o Example:

Smiled

Good eye contact

Smaller interpersonal distance

More direct body orientation

o Was recommended for the position

Imada, Hakel, 1977


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Observations

o None of the factors used to judge the applicant

was related to what they said in the interview

o Purely based on impressions


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o Good vs. Poor Handshakes

o Extroverted vs. Introverted Interviewees

Handshakes


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o Judging a candidate based on impressions is

ineffective

o Many aspects that cant be judged:

o Selecting the wrong person for the job

WorkAttitudes

MotivationsSkills and

Knowledge

Counterarguments

Rodgers, 1987


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Counterarguments

Computer Aided Interviews


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Counterarguments

o Impersonal

o Cant judge candidate based on mannerisms and

visual factors

o Very successful

o First impression is built on factors such as

education, skills, work experience

Rodgers, 1987


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Impression Management (IM):Important or Not?


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Impression Matters

o Rosenfeld argued use of IM

can disclose info about

applicanto Kacmer found applicant who

used self-focused techniques

got more job offers


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o Howard and Ferris found self-promotion led to

eventual hiring

o Stevens and Kristofs research indicated self-

promotion affected interviewers ratings

Impression Matters


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Impression Doesnt Matter

o Fletcher found deceptive nature of IM

o Kacmer discovered applicants getting fewer offers

for second interview

o Cialdini and Barons research shows IM depends

on who is involved


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Future Research

o Assessing the degree of impression management

variables

o Interests, goals, values

o Developing a measure of general work motivation


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Conclusion

o Favourable impression will get you the job

o Impressions are less important for interviews

such as computer aided interviews

o Sometimes the same behaviour leads to different

outcomes

o Self promotion works for men but not women

o Future research: impression management and

work motivation


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Questions?


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Works Cited

Allen I., H. (2011). An Empirical Review of the Employment Interview

Construct Literature. International Journal of Selection and

Assessment, 19(1) doi:10.1111/j.1468-2389.2010.00535.x

Ariss, S. S., & Timmins, S. A. (1989). Employee education and jobperformance: Does education matter? Public Personnel

Management, 18(1), 1-9.

C., T., S., A., & L., V. D. (2006). Personality, Biographical Characteristics, and

Job Interview Success: A Longitudinal Study of the Mediating Effectsof Interviewing Self-Efficacy and the Moderating Effects of Internal

Locus of Causality.Journal of Applied Psychology, 91(2)

doi:10.1037/0021-9010.91.2.446


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Works Cited

Campion, M. A. (1978). Identification of variables most influential in

determining interviewers' evaluations of applicants in a college

placement center. Psychological Reports, 42(3, Pt 1), 947-952.

Chen, C.-C., Wen-Fen Yang, I. and Lin, W.-C. (2010), Applicant impressionmanagement in job interview: The moderating role of interviewer

affectivity. Journal of Occupational and Organizational Psychology,

83: 739757. doi: 10.1348/096317909X473895

Choragwicka, B. (2009). Effects of interviewee's job experience and gender onratings and reliability in a behavioral interview. Revista De Psicologa

Del Trabajo y De Las Organizaciones, 25(1), 39-45.


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Works Cited

Murray R., B., Jonathan A., S., & Sandra W., D. (2009). What You See May

Not Be What You Get: Relationships Among Self-Presentation Tactics and

Ratings of Interview and Job Performance.Journal of Applied

Psychology, 94(6), 1394 1411. doi:10.1037/a0016532

Otis, J. L. (1944). Improvement of employment interviewing. Journal of

Consulting Psychology, 8(2), 64-69. doi:10.1037/h0057857

Rodgers, D. D. (1987). Computer-aided interviewing overcomes first

impressions. Personnel Journal, 66(4), 148-152. Retrieved from

http://search.proquest.com/docview/617290369?accountid=14771


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Works Cited

Stewart, G. L., Dustin, S. L., Barrick, M. R., & Darnold, T. C. (2008). Exploring the

handshake in employment interviews.Journal of Applied Psychology, 93(5),

1139-1146. doi:10.1037/0021-9010.93.5.1139

Timothy, D., & Donald, K. (2007). Evidence of Predictive and IncrementalValidity of Personality Factors, Vocal Attractiveness and the Situational

Interview. International Journal of Selection and Assessment, 15(1)

doi:10.1111/j.1468-2389.2007.00365.x

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