Favorable Impression Characteristics of the Recruitment Interviewer

Abstract

Students' impressions of campus recruiters influence students decisions on eventual job choice. In this study, the authors attempted to assess the effects of three variables—recruiter's age, recruiter's title, and recruiter's presentation—on students' impressions. A three factor factorial analysis of variance with three separate post hoc tests indicated that recruiter title and recruiter age significantly influenced impressions, while nonfluent presentation may have had a selective influence on impressions.

The Investigative Interview: A Review of Practice and Related Research

“…and Sincoff (1978) found that a recruiter's title influenced students' impressions of a college recruitment interviewer.…”

An empirical investigation of factors influencing teacher attraction to a career as school counselor.

“…This study indicated that the interviewer's personality, manner of delivery, and presentation of job information had a significant effect on the applicant's decision to seek/accept employment in that organization. Rogers and Sincoff (1978) Good recruiter presentations were smooth and fluent. Poor recruiter presentations included 50 performance difficulties with hesitations, mispronunciations, and extended pauses.…”

“…The importance of the interview in the organization's attempt to recruit top candidates motivated researchers to investigate interviewer behaviors such as personableness, competence, informativeness aggressiveness, and gender, relative to the applicant's expectancy of receiving a job offer and probability of accepting the job offered (Harris & Fink, 1987). Rogers and Sincoff (1978) found a significance in the recruiter's age, title, and manner of presentation on applicant decisions to accept a job offer.…”

“…One of the three recruiter photos operationalized age (20, 30, and 50) . Rogers and Sincoff (1978) operationalized the dependent variable, applicant perception of the recruiter, by having the participants complete a semantic differential credibility scale (Berlo, Lemmert, and Mertz, 1969) The study presented important practical implications in the recruitment process with regard to racial differences in applicant reactions to interviewers.…”

Business faculty recruitment : effects of annual salary and health benefits plan.

“…Interviewees formed an overall impression of the goodness or badness of an interviewer and that this was an important factor in the employment decision they made. Rogers and Sincoff (1978) determined if the effects of three variables (recruiter age, recruiter title, and recruiter presentation) had an effect on job applicants.…”