Fit perceptions in the employment interview: The role of similarity, liking, and expectations

Abstract

We examined (1) how interviewers construct fit perceptions about applicants and (2) the relationship between these perceptions and actual hiring recommendations. It was hypothesized that actual demographic similarity and human capital similarity would indirectly affect fit perceptions. These fit perceptions would be predicted by the interviewer's perceived similarity to applicants, mediated by two factors: interviewers' liking of the applicant and interviewers' expectations of applicant performance. Actual interviewer-applicant dyads (N ¼ 118) were studied. The results indicated that the relationship between perceived similarity and fit perceptions is mediated by performance expectations but not by liking. This study provides evidence that interviewers are more rational than previous research suggested. However, the fact that human resource interviewers are more likely to perceive applicants as similar to themselves than line interviewers suggests that interviewers' neutrality is questioned.

The Impact of Social Class in the Hiring Process

“…During the screening stage, applicants with ethnic names, such that they are discernable on their resumes, are less likely to be selected to continue in the hiring process (King et al, 2006). When interviewing, perceived demographic similarity between hiring managers and applicants was shown to increase perceptions of applicant liking (García et al, 2008) and hiring manager ratings (McCarthy, Van Iddekinge, & Campion, 2010). Taken together, applicant demographic characteristics and the demographic similarity between applicants and hiring managers are extremely relevant throughout all stages of the hiring process.…”

“…Research has shown that hiring managers have been influenced by applicants' surfacelevel characteristics (e.g., García et al, 2008;Graves & Powell, 1995). In a meta-analysis of Black and Hispanic applicants and interview ratings, both minority groups were shown to receive lower average interview ratings as compared to White applicants (Huffcutt & Roth, 1998).…”

“…Despite the relevance of demographic characteristics in fit perceptions, many of these effects have been inconsistent. For instance, perceived demographic similarity was shown to impact applicant liking and performance expectations, but not fit perceptions (García, Posthuma, & Colella, 2008). Sex similarity has also resulted in conflicting findings, as female hiring managers found male applicants to be more similar and in turn, extended more positive ratings to applicants of the opposite sex (Graves & Powell, 1995).…”

“…Within the selection literature, demographic similarity between hiring managers and applicants on the basis of race and ethnicity (e.g., Avery, McKay, & Wilson, 2008;Cunningham & Sagas, 2004;McCarthy et al, 2010;McFarland et al, 2004), gender (e.g., García et al, 2008;Goldberg, 2003Goldberg, , 2005Huffcutt, 2011), and age (e.g., García et al, 2008;Goldberg, 2003Goldberg, , 2005Macan, 2009) have been considered relevant to perceptions of applicant fit. However, research has yielded mixed findings.…”

“…However, research has yielded mixed findings. For instance, while perceived demographic similarity between applicants and hiring managers influenced fit perceptions with the organization and applicant liking, it failed to increase positive hiring decisions (García et al, 2008). Graves and Powell (1995) found that female hiring managers were more likely to view male applicants as similar to themselves, and thereby assigned higher ratings to male applicants.…”