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John L. Dart Library
9 a.m. – 7 p.m.
Phone: (843) 722-7550
West Ashley Library
9 a.m. – 7 p.m.
Phone: (843) 766-6635
Folly Beach Library
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Phone: (843) 588-2001
Edgar Allan Poe/Sullivan's Island Library
Closed for renovations
Phone: (843) 883-3914
Wando Mount Pleasant Library
9 a.m. – 8 p.m.
Phone: (843) 805-6888
Village Library
9 a.m. – 6 p.m.
Phone: (843) 884-9741
St. Paul's/Hollywood Library
9 a.m. – 8 p.m.
Phone: (843) 889-3300
Otranto Road Library
9 a.m. – 8 p.m.
Phone: (843) 572-4094
Mt. Pleasant Library
9 a.m. – 8 p.m.
Phone: (843) 849-6161
McClellanville Library
9 a.m. - 6 p.m.
Phone: (843) 887-3699
Keith Summey North Charleston Library
9 a.m. – 8 p.m.
Phone: (843) 744-2489
John's Island Library
9 a.m. – 8 p.m.
Phone: (843) 559-1945
Hurd/St. Andrews Library
9 a.m. – 8 p.m.
Phone: (843) 766-2546
Miss Jane's Building (Edisto Library Temporary Location)
9 a.m. – 6 p.m.
Phone: (843) 869-2355
Dorchester Road Library
9 a.m. – 8 p.m.
Phone: (843) 552-6466
Baxter-Patrick James Island
9 a.m. – 8 p.m.
Phone: (843) 795-6679
Main Library
9 a.m. – 8 p.m.
Phone: (843) 805-6930
Bees Ferry West Ashley Library
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Phone: (843) 805-6892
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Phone: (843) 805-6909
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ANTECEDENTS OF INTERVIEW INTERACTIONS, INTERVIEWERS' RATINGS, AND APPLICANTS' REACTIONS.
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- Author(s): Stevens, Cynthia Kay1 ; Campion, Michael A.
- Source:
Personnel Psychology. Spring98, Vol. 51 Issue 1, p55-85. 31p. 4 Diagrams, 6 Charts, 1 Graph.- Subject Terms:
- Source:
- Additional Information
- Abstract: This study examined the effects of two antecedents—interviewers' perceived screening-recruiting priorities and training—on interview interactions and outcomes. Data from 39 interview transcripts, 364 interviewer evaluations, and 106 applicant surveys were analyzed. Results showed that recruitment-oriented interviewers talked 50% more, volunteered twice as much information, and asked half as many questions as did joint-focus or screening-oriented interviewers. Trained interviewers asked more secondary, open, and performance-differentiating questions than did untrained interviewers and were less likely to discuss non-job-related topics. The untrained (but not the trained) interviewers became significantly harsher in their evaluations as their orientations shifted from recruitment to screening. Although applicants detected behavioral differences by interviewers' orientations and training, these differences did not affect their attraction to interviewers' organizations. Research and practical implications are highlighted. [ABSTRACT FROM AUTHOR]
- Abstract: Copyright of Personnel Psychology is the property of Wiley-Blackwell and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)
- Abstract:
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