ARE HIGHLY STRUCTURED JOB INTERVIEWS RESISTANT TO DEMOGRAPHIC SIMILARITY EFFECTS?

This study examines the extent to which highly structured job interviews are resistant to demographic similarity effects. The sample comprised nearly 20,000 applicants for a managerial‐level position in a large organization. Findings were unequivocal: Main effects of applicant gender and race were n...

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Bibliographic Details
Published in:Personnel psychology 2010-06, Vol.63 (2), p.325-359
Main Authors: McCARTHY, JULIE M., VAN IDDEKINGE, CHAD H., CAMPION, MICHAEL A.
Format: Article
Language:English
Subjects:
Demographics
Employment discrimination
Employment interviews
Gender
Gender Discrimination
Influence
Interpersonal Attraction
Interviews
Job Applicants
Job Satisfaction
Managers
Meta Analysis
Predictive Validity
Race
Ratings & rankings
Sampling error
Social identity
Structured Interviews
Studies
Validity
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Description
Summary:This study examines the extent to which highly structured job interviews are resistant to demographic similarity effects. The sample comprised nearly 20,000 applicants for a managerial‐level position in a large organization. Findings were unequivocal: Main effects of applicant gender and race were not associated with interviewers’ ratings of applicant performance nor was applicant–interviewer similarity with regard to gender and race. These findings address past inconsistencies in research on demographic similarity effects in employment interviews and demonstrate the value of using highly structured interviews to minimize the potential influence of applicant demographic characteristics on selection decisions.
ISSN:0031-5826
1744-6570
DOI:10.1111/j.1744-6570.2010.01172.x