The Influence of Applicant Communication Style and Interviewer Characteristics on Hiring Decisions

The Influence of Applicant Communication Style and Interviewer Characteristics on Hiring Decisions This study examined the influence of the gender and communication style of job applicants, as well as the gender and sex‐role stereotyping of interviewers, on hiring decisions. Fifty‐six personnel officers viewed videotapes of simulated employment interviews, in which male and female candidates used either aggressive, assertive, or nonassertive styles of communication. Personnel officers rated job candidates on likeability, similarity to the officers themselves, and hireability. Interviewers were most likely to employ assertive applicants, and the sex‐role stereotypes of interviewers did not influence their perceptions of these candidates. Sex‐role beliefs, however, did affect evaluations of aggressive and nonassertive job applicants. Interviewers who were low in sex‐role stereotyping were more likely to hire a nonassertive than an aggressive candidate, while interviewers with higher levels of sex‐role stereotyping were more likely to hire aggressive candidates. For assertive candidates, judgments by the interviewers of the perceived similarity of the candidate to themselves and their liking for the applicant both influenced their decision to hire the candidate. For aggressive and nonassertive candidates, however, the interviewers' liking toward the candidate mediated the relationship between perceived similarity and hiring decisions. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Journal of Applied Social Psychology Wiley

The Influence of Applicant Communication Style and Interviewer Characteristics on Hiring Decisions

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Publisher
Wiley
Copyright
Copyright © 1992 Wiley Subscription Services, Inc., A Wiley Company
ISSN
0021-9029
eISSN
1559-1816
DOI
10.1111/j.1559-1816.1992.tb00941.x
Publisher site
See Article on Publisher Site

Abstract

This study examined the influence of the gender and communication style of job applicants, as well as the gender and sex‐role stereotyping of interviewers, on hiring decisions. Fifty‐six personnel officers viewed videotapes of simulated employment interviews, in which male and female candidates used either aggressive, assertive, or nonassertive styles of communication. Personnel officers rated job candidates on likeability, similarity to the officers themselves, and hireability. Interviewers were most likely to employ assertive applicants, and the sex‐role stereotypes of interviewers did not influence their perceptions of these candidates. Sex‐role beliefs, however, did affect evaluations of aggressive and nonassertive job applicants. Interviewers who were low in sex‐role stereotyping were more likely to hire a nonassertive than an aggressive candidate, while interviewers with higher levels of sex‐role stereotyping were more likely to hire aggressive candidates. For assertive candidates, judgments by the interviewers of the perceived similarity of the candidate to themselves and their liking for the applicant both influenced their decision to hire the candidate. For aggressive and nonassertive candidates, however, the interviewers' liking toward the candidate mediated the relationship between perceived similarity and hiring decisions.

Journal

Journal of Applied Social PsychologyWiley

Published: Jul 1, 1992

References

  • Sex‐role stereotypes: A current appraisal
    Broverman, Broverman; Broverman, Broverman; Vogel, Vogel; Clarkson, Clarkson; Rosenkrantz, Rosenkrantz
  • Reconsidering the employment interview: A review of recent literature and suggestions for future research
    Harris, Harris

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