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RELATIONS BETWEEN DIFFERENT SOURCES OF INFORMATION IN THE STRUCTURED SELECTION INTERVIEW
Author(s) -
BURNETT JENNIFER R.,
MOTOWIDLO STEPHAN J.
Publication year - 1998
Publication title -
personnel psychology
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 6.076
H-Index - 142
eISSN - 1744-6570
pISSN - 0031-5826
DOI - 10.1111/j.1744-6570.1998.tb00747.x
Subject(s) - psychology , attractiveness , nonverbal communication , gaze , social psychology , interview , selection (genetic algorithm) , content analysis , applied psychology , job interview , cognitive psychology , developmental psychology , social science , artificial intelligence , sociology , political science , computer science , psychoanalysis , law
In this study we explored relations between visual cues displayed by interviewees, the content of their answers to interview questions, and supervisory ratings of performance. Sixty managers at 4 companies answered structured interview questions on videotape. Their supervisors assessed their performance on dimensions of managerial effectiveness. Three groups of student raters either watched the videotaped interviews without sound (visual information only), read transcripts of interviewees' answers to questions (content only), or watched and listened to the interviews (complete information) and then made judgments on the same dimensions of managerial effectiveness. Interviewees' specific nonverbal cues were also measured. Results indicate that visual cues have an effect on interview ratings above and beyond the content of responses. Nonverbal cues such as gaze and physical attractiveness seem to have an effect on both visually based and content‐based interview ratings. Furthermore, it is the integration of both verbal and nonverbal information that has the strongest relationship with performance ratings.