Relative Contributions of Verbal, Articulative, and Nonverbal Communication to Employment Decisions in the Job Interview Setting

Hollandsworth, James G.; Kazelskis, Richard; Stevens, Judy A.; Dressel, Mary Edith

doi:10.1111/j.1744-6570.1979.tb02140.x

Cited by 96 publications

(81 citation statements)

References 23 publications

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“…Furthermore, research has consistently shown that friendly nonverbal behaviors, especially eye contact, smiling, hand gesturing, and head nodding, are associated with higher interview evaluations (e.g., Anderson, 1991;Anderson & Shackleton, 1990;Burnett & Motowidlo, 1998;Cash & Kilcullen, 1985;DeGroot & Motowidlo, 1999;Forbes & Jackson, 1980;Gifford, Ng, & Wilkinson, 1985;Hollandsworth, Kazelskis, Stevens, & Dressel, 1979;Imada & Hakel, 1977;McGovern, Jones, Warwick, & Jackson, 1981;Motowidlo & Burnett, 1995;Parsons & Liden, 1984;Rasmussen, 1984). This leads to the following hypothesis, which basically attempts to replicate prior findings of a relationship between IM use (both verbal and nonverbal) and interview ratings.…”

Section: The Relationship Between Im Use and Im Effectivenesssupporting

confidence: 65%

Verbal and Nonverbal Impression Management Tactics in Behavior Description and Situational Interviews

Peeters

Lievens

2006

Int J Selection Assessment

108

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This study investigated how structured interview formats, instructions to convey favorable impressions, and applicants' individual differences influenced the use and effectiveness of verbal and nonverbal impression management (IM). Results from 190 people who were screened for a training program demonstrated that interview format affected the kind of tactics used, which in turn positively influenced interviewer evaluations. Behavior description interviews triggered self-focused (and defensive) tactics, whereas situational interviews triggered other-focused tactics. Instructions to convey a desirable impression also enhanced the use of specific tactics (self-focused and other-focused verbal IM tactics) and moderated the effects of individual differences on IM use. IM instructions did not affect nonverbal IM tactics, indicating that nonverbal behavior might be less intentionally controllable in selection situations.

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Section: The Relationship Between Im Use and Im Effectivenesssupporting

confidence: 65%

Verbal and Nonverbal Impression Management Tactics in Behavior Description and Situational Interviews

Peeters

Lievens

2006

Int J Selection Assessment

108

View full text Add to dashboard Cite

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“…Moreover, the present study shows that the applicant's average turn duration and tempo variation predicts recruiter hiring decision. In other words, the applicant's average turn duration, an indicator of speech fluency (Fillmore 1979), can be seen as being validly extracted to the extent that it replicates previous research, which coded speech fluency manually (Hollandsworth et al 1979). In terms of the applicant's tempo variation, research has not yet investigated how it is related to hiring decision.…”

Section: Discussionmentioning

confidence: 72%

“…To decide which nonverbal behaviors to extract and focus on, we selected applicant nonverbal immediacy cues shown in previous research as being related to the hiring decision (e.g., Anderson and Shackleton 1990;Forbes and Jackson 1980;Hollandsworth et al 1979;Imada and Hakel 1977;McGovern and Tinsley 1978). For the visual nonverbal behavior we selected three cues being indicative of immediacy behavior: smiling, gazing, and visual back-channeling (i.e., nodding while listening to the interaction partner).…”

Section: Nonverbal Social Sensing In Actionmentioning

confidence: 99%

Nonverbal Social Sensing in Action: Unobtrusive Recording and Extracting of Nonverbal Behavior in Social Interactions Illustrated with a Research Example

et al. 2014

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Nonverbal behavior coding is typically conducted by ''hand''. To remedy this time and resource intensive undertaking, we illustrate how nonverbal social sensing, defined as the automated recording and extracting of nonverbal behavior via ubiquitous social sensing platforms, can be achieved. More precisely, we show how and what kind of nonverbal cues can be extracted and to what extent automated extracted nonverbal cues can be validly obtained with an illustrative research example. In a job interview, the applicant's vocal and visual nonverbal immediacy behavior was automatically sensed and extracted. Results show that the applicant's nonverbal behavior can be validly extracted. Moreover, both visual and vocal applicant nonverbal behavior predict recruiter hiring decision, which is in line with previous findings on manually coded applicant nonverbal behavior. Finally, applicant average turn duration, tempo variation, and gazing best predict recruiter hiring decision. Results and implications of such a nonverbal social sensing for future research are discussed.

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“…In some studies, communication skills were measured in a broad sense (i.e., rating the "communication skills" of the applicant; Dalessio & Silverhart, 1994;Landy, 1976), whereas other studies focused on specific aspects of communication. Exploring Methods for Developing BARS Dressel, 1979), as well as pitch, pausing, and speech rates (DeGroot & Kluemper, 2007;DeGroot & Motowidlo, 1999), has been shown to impact hireability judgments. The degree of power in speech (i.e., the extent to which participants are clear and direct) has also repeatedly been shown to be related to perceived employability and competence in interview settings (End & Saunders, 2013;Gibbons, Busch, & Bradac, 1991;Parton, Siltanen, Hosman, & Langenderfer, 2002).…”

Section: Communicationmentioning

confidence: 99%

Exploring Methods for Developing Behaviorally Anchored Rating Scales for Evaluating Structured Interview Performance

Kell

Martín‐Raugh

Carney

et al. 2017

ETS Research Report Series

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Since its 1947 founding, ETS has conducted and disseminated scientific research to support its products and services, and to advance the measurement and education fields. In keeping with these goals, ETS is committed to making its research freely available to the professional community and to the general public. Published accounts of ETS research, including papers in the ETS Research Report series, undergo a formal peer-review process by ETS staff to ensure that they meet established scientific and professional standards. All such ETS-conducted peer reviews are in addition to any reviews that outside organizations may provide as part of their own publication processes. Peer review notwithstanding, the positions expressed in the ETS Research Report series and other published accounts of ETS research are those of the authors and not necessarily those of the Officers and Trustees of Educational Testing Service.The Daniel Eignor Editorship is named in honor of Dr. Daniel R. Eignor, who from 2001 until 2011 served the Research and Development division as Editor for the ETS Research Report series. The Eignor Editorship has been created to recognize the pivotal leadership role that Dr. Eignor played in the research publication process at ETS. ETS Research Report Series ISSN 2330-8516 R E S E A R C H R E P O R T Exploring Methods for Developing Behaviorally Anchored Rating Scales for Evaluating Structured Interview PerformanceHarrison J. Kell, Michelle P. Martin-Raugh, Lauren M. Carney, Patricia A. Inglese, Lei Chen, & Gary FengEducational Testing Service, Princeton, NJ Behaviorally anchored rating scales (BARS) are an essential component of structured interviews. Use of BARS to evaluate interviewees' performance is associated with greater predictive validity and reliability and less bias. BARS are time-consuming and expensive to construct, however. This report explores the feasibility of gathering participants' responses to structured interview questions through an online crowdsourcing platform and using those responses to develop BARS. We describe the development of 12 structured interview questions to assess four applied social skills, elicitation of responses to these questions in the form of critical incidents from 68 respondents, and the creation of BARS from these critical incidents. Results indicate online participants are able to produce responses of sufficient quality to generate BARS for evaluating structured interview performance. We conclude by discussing limitations to this approach and future directions for research and practice.Keywords Amazon Mechanical Turk; behaviorally anchored rating scales; crowdsourcing; employment interviews; performance appraisal; social skills; structured interviews doi:10.1002/ets2.12152 Employment interviews are one of the most popular means of selecting personnel (Levashina, Hartwell, Morgeson, & Campion, 2014;McDaniel, Whetzel, Schmidt, & Maurer, 1994). Structured interviews that present all interviewees with the same standardized questions have higher validities for pre...

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Relative Contributions of Verbal, Articulative, and Nonverbal Communication to Employment Decisions in the Job Interview Setting

Cited by 96 publications

References 23 publications

Verbal and Nonverbal Impression Management Tactics in Behavior Description and Situational Interviews

Verbal and Nonverbal Impression Management Tactics in Behavior Description and Situational Interviews

Nonverbal Social Sensing in Action: Unobtrusive Recording and Extracting of Nonverbal Behavior in Social Interactions Illustrated with a Research Example

Exploring Methods for Developing Behaviorally Anchored Rating Scales for Evaluating Structured Interview Performance

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