Premium
Interviewers' evaluation of applicant characteristics: Differences between personnel and non‐personnel managers
Author(s) -
KEENAN A.
Publication year - 1976
Publication title -
journal of occupational psychology
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 2.257
H-Index - 114
eISSN - 2044-8325
pISSN - 0305-8107
DOI - 10.1111/j.2044-8325.1976.tb00347.x
Subject(s) - psychology , quality (philosophy) , personnel selection , job performance , applied psychology , human resource management , work (physics) , job analysis , social psychology , medical education , job satisfaction , public relations , management , political science , medicine , engineering , mechanical engineering , philosophy , epistemology , economics
Interviewers engaged in graduate recruitment were asked to rate the importance of 12 characteristics which applicants might possess. Factor analysis of the responses produced four main factors. These were labelled ‘achievement motivation’, ‘well informed about the job and company’, ‘quality of references’, and ‘academic performance’. When personnel managers were compared with non‐personnel managers, the former placed greater emphasis on both achievement motivation and being informed about the job applied for, but attached less importance to academic performance. The results are discussed in terms of possible differences in the work‐related values of these two groups of managers.