Behavioral Expression of Job Interview Anxiety

Feiler, Amanda R.; Powell, Deborah M.

doi:10.1007/s10869-015-9403-z

Cited by 44 publications

(64 citation statements)

References 52 publications

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“…At the same time, we could not support the hypothesized mediation of interview anxiety on training and interview performance. Although this is in line with Tross and Maurer (), it contradicts findings and propositions of other studies (Carless & Imber, ; Feiler & Powell, ; Harris, ). It is possible that the use of mock interviews was not perceived by participants as threatening or as anxiety‐provoking as a real interview (Duffy, Ng, & Ramakrishnan, ).…”

Section: Discussionsupporting

confidence: 83%

Dear Computer, Teach Me Manners: Testing Virtual Employment Interview Training

Langer

König

Gebhard

et al. 2016

Int J Selection Assessment

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Expanding research on employment interview training, this study introduces virtual employment interview (VI) training with focus on nonverbal behavior. In VI training, participants took part in a simulated interview with a virtual character. Simultaneously, the computer analyzed participants’ nonverbal behavior and provided real‐time feedback for it. The control group received parallel interview training. Following training, participants took part in mock interviews, where interviewers rated participants’ nonverbal behavior, and interview performance. Analyses revealed (a) that participants of VI training showed better interview performance, (b) that this effect was mediated by nonverbal behavior, and (c) that VI training has a positive influence on interview anxiety. These results have important practical implications for applicants, career counseling centers, and organizations.

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Section: Discussionsupporting

confidence: 83%

Dear Computer, Teach Me Manners: Testing Virtual Employment Interview Training

Langer

König

Gebhard

et al. 2016

Int J Selection Assessment

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“…It may be the case that interviewees who experience interview anxiety might not even attempt IM – perhaps the cognitive load of managing their interview anxiety is already too high to manage another task – that of fabricating or embellishing their responses. Individuals who appeared to be anxious also performed worse during the interview, which is in line with past research in this field (e.g., Feiler & Powell, ; McCarthy & Goffin, ). Therefore, it seems that although interviewees who were anxious were less likely to lie, the appearance of anxiety was detrimental to their performance.…”

Section: Discussionsupporting

confidence: 89%

“…Based on a literature search of nonverbal cues and deceptive behavior (e.g., Mann et al, ) and nonverbal cues in an interview context (e.g., DeGroot & Gooty, ) 13 micro‐cues were selected for coding (see Table ). A coding scheme used in past research to measure micro‐cues was adopted for this study (Feiler & Powell, ). Each cue was coded as ranging in frequency from 1 to 4 (1 = not at all , 4 = frequently ).…”

Section: Methodsmentioning

confidence: 99%

Cues to Deception in the Employment Interview

Schneider

Powell

Roulin

2015

Int J Selection Assessment

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Candidates' use of deceptive impression management (IM) during the employment interview has been found to influence employment outcomes. Unfortunately, interviewers are often unable to detect when deceptive IM is used. The current study applied research on cues to deception to the employment interview context to examine which micro‐ and macro‐level behavioral cues are indicators of deceptive IM. One hundred nine individuals completed mock employment interviews. We found that interviewees who used deceptive IM exhibited restrained facial behavior (i.e., less smiling), unrestrained verbal behavior (i.e., more speaking errors, less silences), and, unexpectedly, gave off the impression of being less anxious. The results suggest that behavioral cues have promise for future efforts to increase interviewers' ability to detect deception.

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“…These changes can harm ratings as halting one's speech and gaze aversion are linked to perceptions of lower intelligence (Borkenau & Liebler, 1995;Larsen & Shackelford, 1996). Last, as mentioned previously, applicants are likely to experience anxiety in technology-mediated interviews, which can lower ratings because anxious interviewees receive lower ratings (Feiler & Powell, 2016). When applicants are motivated to make positive impressions but believe they will not succeed because of the limitations placed on them, they experience anxiety (Giordano, Stoner, DiGangi, & Lewis, 2010;Leary, 1983;Leary & Kowalski, 1990).…”

Section: Impression Management and Technology-mediationmentioning

confidence: 95%