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Research on whether interviewees can improve their interview ratings through impression management (IM) relative to an honest condition has focused on highly structured interviews whereas traditional interviews have received little attention. Thus, this study aimed to determine how prone traditional compared to highly structured interviews are to effects of IM. Therefore, we conducted simulated selection interviews using a 2 × 2 within‐subjects design. All participants went through a condition in which they were asked to present themselves as honestly as possible and a condition in which they were instructed to act like an applicant. Additionally, each interview contained eight traditional and eight structured questions. The differences in the usage of self‐reported honest and deceptive IM between the honest and applicant conditions were comparable for both interview types. Furthermore, interview ratings were better in the applicant condition compared to the honest condition, and importantly, this improvement was larger for the traditional interview part compared to the structured interview part. Even though the larger performance improvement was not reflected in self‐reported honest and deceptive IM, our results suggest that it is easier for applicants to intentionally improve their performance ratings in traditional interviews. Additionally, performance improvements correlated positively with applicants' ability to identify criteria. [ABSTRACT FROM AUTHOR]

ÖZ:Bu çalışmanın temel amacı, Türkiye'deki bir örneklem grubunda MASI'nin (Measure of Anxiety in Selection Interviews) psikometrik özelliklerini belirlemektir. Araştırmada toplam 782 katılımcıya ulaşılmıştır. Anket sorularının %5’i ve daha fazlasını boş bırakan (n = 176) ve daha önce sta j/iş mülakatı deneyimi olmayan (n = 158) katılımcılar veri analizine dâhil edilmemiştir. Nihai örneklem, yaşları 18 ile 63 arasında değişen ( X̄ = 29.04, SS = 9.99) 448 katılımcıdan (252 kadın, 196 erkek) oluşmaktadır. Katılımcılara Seçim Mülakatlarında Kaygı Ölçeği (MASI), Liebowitz Sosyal Kaygı Ölçeği ve İletişim Kaygısı Ölçeği (İKÖ-24) uygulanmıştır. Ölçeğin faktör yapısını belirlemek için açımlayıcı ve doğrulayıcı faktör analizi uygulanmıştır. Açımlayıcı faktör analizi bulguları, MASI-Türkçe (MASI-T)’nin 30 madde ve 4 faktörden oluştuğunu göstermiştir. Bu faktörler iletişim kaygısı, sosyal-görünüm kaygısı, performans kaygısı ve davranışsal kaygı olarak isimlendirilmiştir. Faktörlerin varyansın %58’ini açıkladığı tespit edilmiştir. Ölçek maddelerinin faktör yük değerlerinin ise .34 ile .78 arasında değiştiği görülmüştür. Açımlayıcı faktör analizinden sonra yapılan doğrulayıcı faktör analizinde verinin modele kabul edilebilir düzeyde uyum gösterdiği tespit edilmiştir (CFI = .91, NFI = .86, GFI = .86, IFI = .91, AGFI=.83, TLI = .90, ve RMSEA = .061). Ölçeğin ölçüt bağıntılı geçerliğinde diğer iki ölçek ile yüksek düzeyde korelasyon bulunmuştur. Ölçeğin Cronbach alfa iç tutarlık katsayısı .95 olarak bulunmuştur. Her kaygı boyutu için iç tutarlılık katsayıları şu şekildedir: iletişim = .81, sosyal-görünüm = .91, performans = .89 ve davranışsal =.85. Ayrıca bulgular, kadınların ve şu anda bir işte çalışmayan bireylerin erkeklere ve halen çalışmakta olan katılımcılara göre daha yüksek kaygı düzeyine sahip olduğunu göstermiştir. Yaş ve son mülakattaki öznel performans değerlendirmesi, kaygı puanları ile negatif ilişkilidir. Bu sonuçlar, MASI-T’nin geçerli ve güvenilir bir ölçme aracı olduğunu göstermektedir ABSTRACT:The main aim of this study is to determine the psychometric properties of MASI (Measure of Anxiety in Selection Interviews) in a sample group in Turkey. A total of 782 participants were reached in the research. Participants who left 5% or more of the survey questions blank (n = 176) and those who had no prior internship/job interview experience (n = 158) were not included in the data analysis. The final sample consisted of 448 participants (252 female, 196 male) with ages ranging from 18 to 63 ( X̄ = 29.04, SD = 9.99). Participants were administered the Liebowitz Social Anxiety Scale, Communication Anxiety Scale (CAS-24), and Anxiety Scale in Selection Interviews (MASI). Exploratory and confirmatory factor analysis were applied to determine the construct validity of the scale. The findings of the exploratory factor analysis indicated that MASI-Turkish (MASI-T) consisted of 30 items and 4 factors. These factors were named communication anxiety, social-appearance anxiety, performance anxiety, and behavioral anxiety. It was found that the factors explained 58% of the variance. The factor loadings of the scale items ranged from .34 to .78. After the exploratory factor analysis, the confirmatory factor analysis showed that the model adequately fit a four-factor solution (CFI = .91, NFI = .87, GFI = .86, IFI = .91, AGFI=.83, TLI = .91, and RMSEA = .061). High levels of correlation were found between the scale and the other two scales in criterion-related validity. The internal consistency coefficient of the scale was found to be .95. The internal consistency coefficients for each anxiety dimension were as follows: communication = .81, social-appearance = .91, performance = .89, and behavioral = .85. Additionally, the findings indicated that females and individuals currently not employed exhibited higher levels of anxiety compared to males and currently employed participants. Age and subjective performance evaluation in the last interview were negatively correlated with anxiety scores. These results demonstrate that MASI-T is a valid and reliable measurement tool.

The main aim of this study is to determine the psychometric properties of MASI (Measure of Anxiety in Selection Interviews) in a sample group in Turkey. A total of 782 participants were reached in the research. Participants who left 5% or more of the survey questions blank (n = 176) and those who had no prior internship/job interview experience (n = 158) were not included in the data analysis. The final sample consisted of 448 participants (252 female, 196 male) with ages ranging from 18 to 63 (X² = 29.04, SD = 9.99). Participants were administered the Liebowitz Social Anxiety Scale, Communication Anxiety Scale (CAS-24), and Anxiety Scale in Selection Interviews (MASI). Exploratory and confirmatory factor analysis were applied to determine the construct validity of the scale. The findings of the exploratory factor analysis indicated that MASI-Turkish (MASI-T) consisted of 30 items and 4 factors. These factors were named communication anxiety, social-appearance anxiety, performance anxiety, and behavioral anxiety. It was found that the factors explained 58% of the variance. The factor loadings of the scale items ranged from .34 to .78. After the exploratory factor analysis, the confirmatory factor analysis showed that the model adequately fit a four-factor solution (CFI = .91, NFI = .87, GFI = .86, IFI = .91, AGFI=.83, TLI = .91, and RMSEA = .061). High levels of correlation were found between the scale and the other two scales in criterion-related validity. The internal consistency coefficient of the scale was found to be .95. The internal consistency coefficients for each anxiety dimension were as follows: communication = .81, social-appearance = .91, performance = .89, and behavioral = .85. Additionally, the findings indicated that females and individuals currently not employed exhibited higher levels of anxiety compared to males and currently employed participants. Age and subjective performance evaluation in the last interview were negatively correlated with anxiety scores. These results demonstrate that MASI-T is a valid and reliable measurement tool. [ABSTRACT FROM AUTHOR]

Many applicants use faking in interviews to present themselves more favorably than they really are. There is widespread concern that this may affect interview validity. As previous research on countermeasures is sparse, we conducted an exploratory study to identify the most promising countermeasures. For technology‐mediated interviews, these were warnings referring to a criterion‐based content analysis and lie detection algorithms focusing on nonverbal or paraverbal cues. For face‐to‐face interviews, these were objective questions and a personable interviewer. We then investigated the effects of these countermeasures on faking intentions in two experimental vignette studies and on faking in another simulated interview study. However, none of the countermeasures could reduce faking intentions or faking. Additionally, in the vignette studies, warnings impaired applicant reactions. Practitioner points: There is the fear that faking can jeopardize the criterion‐related validity of selection interviews.Faking in interviews can hardly be detected, which is why we investigated potential countermeasures to prevent faking.In three experiments, none of the different countermeasures were effective in reducing faking intentions or faking.Warnings against faking in interviews partially led to negative applicant reactions. [ABSTRACT FROM AUTHOR]

Asynchronous video interviews (AVIs) are increasingly used to preselect applicants. Previous research found that interviewees are more skeptical of these interviews compared to other forms of interviews. However, comparing AVIs to other interviews is not completely appropriate because of their lack of interactivity and their use during earlier stages of the selection process. Therefore, we compared perceptions of AVIs with perceptions of other preselection tools (online cognitive ability tests and online application documents). Compared to other preselection instruments, potential applicants do not have more skeptical fairness perceptions of AVIs. However, we found differences for perceived usefulness, perceived ease of use, privacy concerns, and perceptions of organizational attractiveness. Organizations can take this into account when choosing how to preselect their applicants. Practitioner points: Asynchronous video interviews (AVIs) are perceived more skeptical than other forms of interviewsHowever, AVIs are mainly used for the preselection of applicants and not to replace synchronous interviews that are used during later stages of the selection processCompared to other preselection instruments (online cognitive ability tests and online application documents), AVIs are perceived as equally fair but differ in terms of usability, privacy concerns, the potential use of impression management, and their effects on organizational attractivenessTherefore, organizations should take this into account when choosing how to preselect their applicants [ABSTRACT FROM AUTHOR]

Technology‐mediated interviews are increasingly finding their way into selection processes. However, it is unclear which factors lead to their use and how recruiters perceive these interviews. In the present study, 98 recruiters were surveyed regarding reasons for the use or nonuse of these interviews and their perceptions of them. The results showed that innovativeness in IT, the perceived usability, the perceived usefulness, the ease of implementation, and accessing a larger applicant pool are relevant factors for the use of technology‐mediated interviews. With regard to the perception of technology‐mediated interviews, recruiters tend to share the perception of applicants and view these interviews more skeptically than face‐to‐face interviews. Practitioner points: Although many advantages of technology‐mediated interviews are obvious, it is unclear which factors ultimately lead to their use.Prior research has focused on applicants' perceptions of technology‐mediated interviews, but has neglected the organizations' point of view.Recruiters also view most technology‐mediated interviews rather skeptically but identified several factors that correlated with the use of such interviews.Even though recruiters view videoconference interview as fair as face‐to‐face interviews, they should use the same kind of interview for all applicants. [ABSTRACT FROM AUTHOR]

Asynchronous video interviews (AVIs) are increasingly used to preselect applicants. Previous research found that interviewees in AVIs receive better interview ratings compared to other forms of interviews. It has been suggested that this difference could be due to the preparation time given for each AVI question. A pilot study confirmed that preparation time in AVIs is indeed beneficial for interview performance. Furthermore, our main study replicated the significant effect of preparation time on interview performance and revealed that it was mediated by active response preparation, whereas no mediation effects were found for strain and for the use of impression management. Finally, preparation time had no direct effect on fairness perceptions but a positive indirect effect via honest impression management. Practitioner points: It was previously suggested that applicants receive better interview ratings in asynchronous video interviews (AVIs) than in synchronous interviews because of the preparation time that is provided for each question in an AVI.Our results confirmed that preparation time in AVIs indeed leads to better interview performance ratings.The positive effects of preparation time were due to active response preparation (i.e., interviewees made notes and structured their answers).Longer preparation time did not affect dishonest impression management or fairness perceptions but might affect the validity of AVIs. [ABSTRACT FROM AUTHOR]

Organizations increasingly use technology-mediated interviews. However, only limited research is available concerning the comparability of different interview media and most of the available studies stem from a time when technology-mediated interviews were less common than in the present time. In an experiment using simulated selection interviews, we compared traditional face-to-face (FTF) interviews with telephone and videoconference interviews to determine whether ratings of interviewees’ performance, their perceptions of the interview, or their strain and anxiety are affected by the type of interview. Before participating in the actual interview, participants had a more positive view of FTF interviews compared to technology-mediated interviews. However, fairness perceptions did not differ anymore after the interview. Furthermore, there were no differences between the three interview media concerning psychological and physiological indicators of strain or interview anxiety. Nevertheless, ratings of interviewees’ performance were lower in the technology-mediated interviews than in FTF interviews. Thus, differences between different interview media can still be found nowadays even though most applicants are much more familiar with technology-mediated communication than in the past. The results show that organizations should take this into account and therefore avoid using different interview media when they interview different applicants for the same job opening.

Applicants use faking in selection interviews to create a favorable impression and to increase their chances for a job offer. Theoretical models assume that such a behavior is influenced by situational and dispositional variables. However, previous research has mainly focused on dispositional variables whereas research about situational variables is sparse. To address this gap, we conducted three studies in which we examined how competition for a job and warning interviewees that information from their answers will be verified can influence faking intentions. Furthermore, we wanted to know whether these situational variables are able to explain additional variance in faking intentions beyond dispositional variables and whether there are interactions between situational and dispositional variables. In Study 1, we only found that high competition led to slightly higher faking intentions than low competition in a student sample. In Study 2, only a warning about the verification of applicants’ answers led to slightly lower faking intentions compared to no warning concerning verification in a working sample. Furthermore, faking intentions were lower in Study 2 than in the student sample in Study 1. In Study 3, we found no impact of our situational variables in a combined sample of students and non-students. We only found slightly higher honest impression management intentions in the high competition and the verification warning condition. We also found hardly any support for interaction effects between the situational and dispositional variables. Furthermore, the situational variables did not explain additional variance beyond the dispositional variables in any of the three studies. Possible reasons for the non-significant or small effect sizes for the situational variables can be found in a qualitative analysis of answers to an open-ended question in Study 3. However, we found that Honesty-humility und all facets of the Dark Triad were related to faking intentions. These results indicate that dispositional variables in particular have an impact on faking intentions.

Previous research on interviewees' ability to identify criteria (ATIC) found that interview performance is positively related to the degree to which interviewees identify the targeted performance criteria in a selection interview. Similarly, the use of self-promotion as an impression management tactic is also positively related to interview performance. The present study extended this research and used multilevel analyses to investigate whether intraindividual variation concerning identification of the performance criteria and the use of self-promotion is related to within-person performance fluctuations across interview questions. Furthermore, we also tested whether correct identification of the performance dimensions moderates the effects of self-promotion behaviour on interview performance. In a simulated selection interview, we found that ATIC and self-promotion were indeed positively related to interview performance on the between-person level (i.e., for the entire interview). However, no moderator effect was found. Furthermore, on the within-person level interviewees' performance was better concerning questions for which they were better at identifying the performance criteria but worse concerning questions for which they used more self-promotion. Thus, identification of the targeted dimensions and self-promotion have diverging effects on the level of specific interview questions. Finally, we discuss implications for research and practice. [ABSTRACT FROM AUTHOR]

Applicants use faking in selection interviews to create a favorable impression and to increase their chances for a job offer. Theoretical models assume that such a behavior is influenced by situational and dispositional variables. However, previous research has mainly focused on dispositional variables whereas research about situational variables is sparse. To address this gap, we conducted three studies in which we examined how competition for a job and warning interviewees that information from their answers will be verified can influence faking intentions. Furthermore, we wanted to know whether these situational variables are able to explain additional variance in faking intentions beyond dispositional variables and whether there are interactions between situational and dispositional variables. In Study 1, we only found that high competition led to slightly higher faking intentions than low competition in a student sample. In Study 2, only a warning about the verification of applicants' answers led to slightly lower faking intentions compared to no warning concerning verification in a working sample. Furthermore, faking intentions were lower in Study 2 than in the student sample in Study 1. In Study 3, we found no impact of our situational variables in a combined sample of students and non-students. We only found slightly higher honest impression management intentions in the high competition and the verification warning condition. We also found hardly any support for interaction effects between the situational and dispositional variables. Furthermore, the situational variables did not explain additional variance beyond the dispositional variables in any of the three studies. Possible reasons for the non-significant or small effect sizes for the situational variables can be found in a qualitative analysis of answers to an open-ended question in Study 3. However, we found that Honesty-humility und all facets of the Dark Triad were related to faking intentions. These results indicate that dispositional variables in particular have an impact on faking intentions. [ABSTRACT FROM AUTHOR]

Interviews are commonly used for selection but research on interview faking only gained momentum relatively recently. We review both theoretical and empirical work on prevalence, antecedents, processes, and effects of interview faking. Most applicants fake at least to some degree. Personality (e.g., Conscientiousness, Honesty‐humility, the Dark Triad) and attitudes toward faking substantially correlate with faking behaviors. Research concerning applicants' ability, interview structure components, or contextual factors is limited. Furthermore, the impact of faking on interview ratings is mixed and effects on criterion‐related validity are not consistently negative. Finally, the detection of faking seems hardly possible and there are limited options available to reduce interview faking. Throughout our review, we describe important gaps and derive suggestions and propositions for future research. [ABSTRACT FROM AUTHOR]

This article examines the selection process in a pilot project aimed at distributing computers to disabled people to allow for digitalization. Particular attention is paid to the complexities generated by an allocation assessment form, designed to help these people improve their social interactions through electronic media. There is a paucity of discussions on forms in the organization studies literature but, when studied, an over-reliance on semantics such that their enactment in embodied sociomaterial performances is easily glossed over. Our problematic revolves around how forms and their surrounding sociomaterial performances constitute, but are also transformed by, subjects, objects and organizational relations. The contribution of this article is, therefore, to address the embodied enactments and sociomaterial practices that are embedded within these allocation processes. So, for example, assessors in the project deviated from a strict interpretation of the questions on the form and sometimes ignored clients' responses so as to prevent formal allocations of computers from being seen as illegitimate, and potentially disruptive to the organization's objectives of distributing digital devices. This enabled us to focus on the sociomaterial and embodied relations that are enacted within the selection process and how these place limits on, but also possibilities for, those allocating and those seeking to be allocated computers. The case study shows how distributing computers to disabled people is a complex sociomaterial process that is conditioned by the embodied performances and textual devices deployed. At the same time, the process was informed by humanistic and normalizing assumptions about sociability that are inscribed on the assessment form as criteria for allocating the computers. One implication, we found, was a tendency to reinforce the marginalization of disabled people. [ABSTRACT FROM AUTHOR]

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Purpose – The purpose of this paper is to determine the primary basis upon which raters make decisions in the context of selection for formal leadership positions. Specifically, this paper examines the applicant’s personality, the rater’s personality, and the congruence between the applicant’s personality and the rater’s implicit leadership theories (ILTs) as predictors of interview scores. Design/methodology/approach – The hypotheses were tested via random coefficient modeling analyses using HLM software with the control variables included in Step 1 and the main effects entered in Step 2, and interaction effects in Step 3 as appropriate. Findings – Analyses suggest that both applicant and rater personality impact interview scores, but raters do not appear to select leaders on the basis of their conceptualization of an ideal leader. Research limitations/implications – The results suggest that raters may not consider their own ILTs when attempting to identify future leaders. Given this lack of a natural tendency toward selecting individuals that match one’s perceptions of an ideal leader, future research should focus on adapting current selection methods to leader selection and the development of new selection methods that are more valid. Practical implications – These findings suggest that current staffing practices may not encompass the most effective tools for selecting future leaders of the organization. These results highlight the importance of clarifying the outcome goals of the selection process in advance by giving raters a clear representation of the qualities and ideals that should be present in potential leaders. Originality/value – This study is among the first to examine the relationships between personality and ILTs in the context of a formal leadership selection process and makes a significant contribution to the literature by providing insight into the influence of both rater and applicant personality differences along with rater conceptualizations of ideal leadership in the context of formal leadership selection. [ABSTRACT FROM AUTHOR]

Objectives: We analyze whether the student selection process at Hannover Medical School (MHH), which combined a semi-structured interview with school leaving grades, can predict performances in an Objective Structured Clinical Examination (OSCE). We also check whether there are differences between assessments of clinical knowledge, practical skills, and communication abilities., Methods: We use data from 525 medical students who were admitted after a successful selection process and who completed the OSCE in the years 2015-2019. We employ multivariate regressions and a mediation analysis approach to learn whether study success after admission and prior to the OSCE mediates the outcome of the latter., Results: A better performance in the MHH's selection interview is unrelated to success in the OSCE. However, there is a small but significant influence of school grades on OSCE results in each part except for the assessment of communication skills. The impact of the school grade is partially mediated by performances in written and oral exams preceding the OSCE., Discussion: School grades matter for the OSCE outcome, albeit to different degrees for more learning-based vs. practical parts of the examination. The interview at MHH was purely informative and unrelated to study success, also in the assessment of communication skills. Better structured interview tools may yield better results., Conclusion: Students' cognitive abilities predict study success in an undergraduate OSCE. Performances in a semi-structured selection interview have no impact, not even the assessment of communication skills., (Copyright © 2022. Published by Elsevier GmbH.)

A study into the relationships between candidate self-monitoring ability, interviewer perceptions of candidate personality, and interviewer outcome decisions in the context of actual graduate recruitment interviews (n = 130) is presented. Detailed psychometric norm data is also reported on the Lennox and Wolfe (1984) revised Self-Monitoring (RS-M) scale, together with the results of confirmatory factor analyses into the factor structure of this measure. It was found that candidate self-monitoring ability was only moderately and nonsignificantly related to interviewer outcome evaluations, and that self-monitoring was generally uncorrelated with the positiveness of recruiter impressions of candidate personality. Confirmatory factor analyses revealed that a two correlated factor structure for the RS-M scale, in accordance with the original authors' formulation, provided the most parsimonious fit. Norm data for the RS-M scale is reported for this sample of British graduates, including item statistics, item to subscale, item to scale correlations, and internal reliability coefficients. Implications for future research into candidate impression management, self-monitoring, interviewer decision making, and the practical implications arising from these findings are discussed. [ABSTRACT FROM AUTHOR]

Introduction: In order to incorporate social and communicative skills in its student admissions process, Hanover Medical School (MHH) has conducted selection interviews (in combination with the high-school GPA) to choose 60 % of its freshmen in medical studies. The present article analyses if applicants' performances in the interviews were the determining criterion of student selection, despite a higher weighting of school grades in the admission process. Furthermore, this article checks whether the grading of the interviews was independent of the applicants' gender, age, origin and educational background., Methods: For a sample of more than 3,000 successful and unsuccessful participants in the MHH student admission process in the years 2010-2017, we employ variance analysis and logistic regression analysis to determine those factors that have contributed to the chances of being offered a place at the MHH after a successful interview., Results: The scores received in the selection interview were the sole determinant of being offered a place at the MHH; neither the applicants'age nor their gender or origin biased the decisions of the selection committees. The grading of the interview was also not affected by school GPAs., Discussion: The selection interviews at the MHH have been costly in terms of both financial and human resources. However, this selection method has been popular among students and lecturers alike, not least because its elements fit the MHH's focus on early bedside teaching and social skills of prospective physicians. However, there is no evidence that selection interviews are effective in predicting academic success., Conclusions: The present article has shown that the selection interviews acted up to the principles defined by the MHH: very homogenous high school GPAs were complemented by differentiated interview assessments that did not discriminate by sociodemographic characteristics. It is, however, unclear if the MHH will resume the interviews after the end of a federally mandated halt to stand-alone selection methods at medical schools in Germany., (Copyright © 2021. Published by Elsevier GmbH.)