Rose colored webcam: Discrepancies in personality estimates and interview performance ratings

Joseph R. Castro, Richard H. Gramzow

Research output: Contribution to journalArticle

3 Scopus citations

Abstract

Companies increasingly use computer-controlled interviews as a less expensive and more efficient way to screen job applicants. Despite these advantages, this interview format may prevent evaluators from accurately judging an applicant's personality traits, which, in turn, may influence hiring decisions. Two traits in particular, agreeableness and conscientiousness, have been found to predict performance in many occupational settings. In the current research, participants randomly were assigned to either a face-to-face (FTF) or computer-controlled (CC) mock job interview. Interviewees were rated by external observers as higher in conscientiousness and agreeableness when the interview was CC rather than FTF. In addition, observers rated interview performance more positively than did the interviewees themselves - particularly when the interview was CC. Finally, the discrepancy between self and observer judgments of the interviewees' personality (in terms of agreeableness and conscientiousness) mediated the relation between interview format and the discrepancy between self and observer ratings of interview performance. These findings suggest that CC interviews have the potential to yield overly positive evaluations of interviewees, thereby biasing personality judgments and estimations of ultimate job performance.

Original languageEnglish (US)
Pages (from-to)202-207
Number of pages6
JournalPersonality and Individual Differences
Volume74
DOIs
StatePublished - Feb 1 2015

Keywords

  • Big Five
  • Job interviews
  • Personality judgment
  • Personnel selection

ASJC Scopus subject areas

  • Psychology(all)

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