Access the full text.
Sign up today, get DeepDyve free for 14 days.
T. Keenan (1995)
Graduate recruitment in Britain: a survey of selection methods used by organizationsJournal of Organizational Behavior, 16
Laura Graves, G. Powell (1995)
THE EFFECT OF SEX SIMILARITY ON RECRUITERS' EVALUATIONS OF ACTUAL APPLICANTS: A TEST OF THE SIMILARITY‐ATTRACTION PARADIGMPersonnel Psychology, 48
D. Rutter, G. Stephenson (1977)
The role of visual communication in synchronising conversationEuropean Journal of Social Psychology, 7
M. Argyle, Janet Dean (1965)
EYE-CONTACT, DISTANCE AND AFFILIATION.Sociometry, 28
S. Motowidlo, G. Carter, M. Dunnette, N. Tippins, Steve Werner, J. Burnett, M. Vaughan (1992)
Studies of the structured behavioral interview.Journal of Applied Psychology, 77
Michael Harris (1989)
RECONSIDERING THE EMPLOYMENT INTERVIEW: A REVIEW OF RECENT LITERATURE AND SUGGESTIONS FOR FUTURE RESEARCHPersonnel Psychology, 42
D. Rutter (1987)
Communicating by telephone
R. Gifford, C. Ng, M. Wilkinson (1985)
Nonverbal cues in the employment interview: Links between applicant qualities and interviewer judgments.Journal of Applied Psychology, 70
K. Kroeck, Karl Magnusen (1997)
Employer and Job Candidate Reactions to Videoconference Job InterviewingInternational Journal of Selection and Assessment, 5
I. Morley, G. Stephenson (1970)
FORMALITY IN EXPERIMENTAL NEGOTIATIONS: A VALIDATION STUDYBritish Journal of Psychology, 61
R. Forbes, P. Jackson (1980)
Non‐verbal behaviour and the outcome of selection interviewsJournal of occupational psychology, 53
Neil Anderson (1992)
Eight decades of employment interview research: a retrospective meta-review and prospective commentary, 2
G. Beattie (1984)
Body Movement and Interpersonal CommunicationBritish Journal of Psychology
R. Arvey, James Campion (1982)
The employment interview: A summary and review of recent research.Personnel Psychology, 35
Although there has been an increase in the use of telephone interviews for graduate recruitment by companies in the UK, there is little evidence attesting to their equivalence with traditional face‐to‐face selection interviews. A total of 70 candidates applying to a multinational oil corporation received both face‐to‐face and telephone interviews as the first stage of the 1996 graduate recruitment milkround. Group A (N = 41) received an initial face‐to‐face interview followed by a telephone interview and group B (N = 29) a telephone interview followed by a face‐to‐face interview. Findings indicate that candidates received significantly lower ratings when interviewed by telephone than when interviewed face‐to‐face (p ≤ 0.001). A significant interaction was also found (p ≤ 0.05) with candidates who received face‐to‐face interviews following telephone interviews demonstrating improved performance in their face‐to‐face interviews. The practical implications of these findings for companies wishing to use telephone interviews are discussed.
International Journal of Selection and Assessment – Wiley
Published: Mar 1, 2000
Read and print from thousands of top scholarly journals.
Already have an account? Log in
Bookmark this article. You can see your Bookmarks on your DeepDyve Library.
To save an article, log in first, or sign up for a DeepDyve account if you don’t already have one.
Copy and paste the desired citation format or use the link below to download a file formatted for EndNote
Access the full text.
Sign up today, get DeepDyve free for 14 days.
All DeepDyve websites use cookies to improve your online experience. They were placed on your computer when you launched this website. You can change your cookie settings through your browser.