Effects of race on interview ratings in a situational panel interview.

Abstract

This study investigated the effects of interviewer race, candidate race, and racial composition of interview panels on interview ratings. Data were collected on 153 police officers applying for promotion. Results confirmed a same-race rating effect (i.e., candidates racially similar to interviewers received higher ratings) for Black and White interviewers on racially balanced panels. A majority-race rating effect (i.e., candidates racially similar to the majority race of panel interviewers received higher ratings) existed for Black and White interviewers on primarily White panels. Rating patterns of Black and White interviewers on primarily Black panels also suggested a majority-race rating effect. Racial composition of selection interview panels in combination with interviewer and candidate race were proposed as variables affecting candidates' ratings.The employment interview is one of the most widely used and researched selection procedures (e.g., Arvey & Campion, 1982;Dipboye, 1992). However, only a small number of studies have been completed regarding the effects of race on rated performance in the interview. When investigations of racial effects have been conducted, results have been mixed. Some have reported no racial differences (e.g.

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