Toward a research agenda for the second employment interview

Abstract

Second interviews are formal, in-depth, on-site interactions following a screening interview for the purposes of organizational and individual employment decision-making. The lack of research on the second interview forces interview participants to rely on hunches and anecdotal evidence and/or to make inappropriate inferences from initial interviews. In an attempt to address these problems, this manuscript (a) reviews empirical and popular literature relevant to the second interview, (b) suggests ways in which the communication behaviors of participants in the second interview converge and diverge from the first interview, and (c) constructs propositions to guide research on the second interview.

Organizational socialization: Processes for new communication faculty

“…By design, the interview process is a time when both organizational members and the interviewee attempt to sell their attributes in an environment of planned inquiry (Miller & Buzzanell, 1996;Stewart & Cash, 1994). For new communication faculty, receiving knowledge about the specific nature of the job and being given a clear understanding of what teaching and service expectations would be were the best predictors that the process was successful.…”

Different ways new information technologies influence conventional organizational practices and employment relationships: The case of cybervetting for personnel selection

“…In particular, selection helps organizations achieve relational goals. For example, in addition to screening applicants to create a manageable pool, first interviews also offer occasions for rapport building, applicant information seeking about organizations, and early organizational identification (Miller and Buzzanell, 1996). Even less interactive selection practices (e.g.…”

What Happens Before Full-Time Employment? Internships as a Mechanism of Anticipatory Socialization

“…Jablin (2001) stressed the importance of interviews as an opportunity for recruiters and applicants to share and assess information about one another. Furthermore, Miller and Buzzanell (1996) contended that the second employment interview (the more in-depth, on-site interview that follows screening interviews) functions as an integral part of organizational anticipatory socialization. From the authors' perspective, second interviews "provide more specific information about the job and work conditions, introductions into task and social networks, and links to the organization during collegeto-job or job-to-job transitions" (p. 166).…”