ANTECEDENTS OF INTERVIEW INTERACTIONS, INTERVIEWERS' RATINGS, AND APPLICANTS' REACTIONS
研究了面试官的筛选-招聘优先级认知和培训如何影响面试互动与结果，发现招聘导向的面试官说话更多、提问更少，而培训能改善提问质量并防止评分偏差，但求职者并未因此改变对组织的吸引力。
This study examined the effects of two antecedents–interviewers' perceived screening‐recruiting priorities and training–on interview interactions and outcomes. Data from 39 interview transcripts, 364 interviewer evaluations, and 106 applicant surveys were analyzed. Results showed that recruitment‐oriented interviewers talked 50% more, volunteered twice as much information, and asked half as many questions as did joint‐focus or screening‐oriented interviewers. Trained interviewers asked more secondary, open, and performance‐differentiating questions than did untrained interviewers and were less likely to discuss non‐job‐related topics. The untrained (but not the trained) interviewers became significantly harsher in their evaluations as their orientations shifted from recruitment to screening. Although applicants detected behavioral differences by interviewers' orientations and training, these differences did not affect their attraction to interviewers' organizations. Research and practical implications are highlighted.