Structured behavioral and conventional interviewsDifferences and biases in interviewer ratings

  1. Pamela Alonso 1
  2. Silvia Moscoso 1
  1. 1 Universidade de Santiago de Compostela

    Universidade de Santiago de Compostela

    Santiago de Compostela, España


Revista de psicología del trabajo y de las organizaciones = Journal of work and organizational psychology

ISSN: 1576-5962

Ano de publicación: 2017

Volume: 33

Número: 3

Páxinas: 183-192

Tipo: Artigo

DOI: 10.1016/J.RPTO.2017.07.003 DIALNET GOOGLE SCHOLAR lock_openAcceso aberto editor

Outras publicacións en: Revista de psicología del trabajo y de las organizaciones = Journal of work and organizational psychology


This research examined three issues: (1) the degree to which interviewers feel confident about their decisions when they use a specific type of interview (behavioral vs. conventional), (2) what interview type shows better capacity for identifying candidates’ suitability for a job, and (3) the effect of two biases on interview ratings: a) the sex similarity between candidate and interviewer and b) having prior information about the candidate. The results showed that the SBI made raters feel more confident and their appraisals were more accurate, that prior information negatively affects the interview outcomes, and that sex similarity showed inconclusive results. Implications for theory and practice of personnel interview are discussed

Información de financiamento

The two authors contributed equally. The research reported in this manuscript was supported by Grant PSI2014-56615-P from the Spanish Ministry of Economy and Competitiveness and Grant 2016 GPC GI-1458 from the Consellería de Cultura, Educación e Orden, Xunta de Galicia.

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