Department of Management, Mays Business School, Texas A&M University, College Station, TX 77843, USA.
J Appl Psychol. 2010 Nov;95(6):1163-72. doi: 10.1037/a0019918.
The authors of this study examine how evaluations made during an early stage of the structured interview (rapport building) influence end of interview scores, subsequent follow-up employment interviews, and actual internship job offers. Candidates making better initial impressions received more internship offers (r = .22) and higher interviewer ratings (r = .42). As predicted, initial evaluations of candidate competence extend beyond liking and similarity to influence subsequent interview outcomes from the same interviewer (ΔR² = .05), from a separate interviewer (ΔR² = .05), and from another interviewer who skipped rapport building (ΔR² = .05). In contrast, assessments of candidate liking and similarity were not significantly related to other judgments when ratings were provided by different interviewers. The findings of this study thus indicate that initial impressions of candidates influence employment outcomes, and that they may be based on useful judgments of candidate competence that occur in the opening minutes of the structured interview.
本研究的作者考察了在结构化面试的早期阶段（建立融洽关系）进行的评估如何影响面试结束时的得分、后续的随访面试以及实际的实习工作机会。给人留下更好第一印象的候选人获得了更多的实习机会（r =.22）和更高的面试官评分（r =.42）。正如所预测的那样，对候选人能力的初步评估超越了喜好和相似性，从而影响了来自同一面试官（ΔR² =.05）、不同面试官（ΔR² =.05）和跳过建立融洽关系的另一位面试官（ΔR² =.05）的后续面试结果。相比之下，当由不同面试官提供评分时，对候选人喜好和相似性的评估与其他判断没有显著关系。因此，这项研究的结果表明，对候选人的初步印象会影响就业结果，并且这些印象可能基于结构化面试开场几分钟内对候选人能力的有用判断。
