The Effects of the Application on Processing of Information From the Employment Interview.1


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    The authors thank Miles L. Patterson, Mark E. Tubbs, and two anonymous reviewers, who provided helpful comments on earlier drafts of this paper. Special thanks to Donna Boehne and Marti Bonne for help with data collection and analyses.

All correspondence concerning this article should be addressed to Therese Hoff Macan, Department of Psychology, University of Missouri-St. Louis, 8001 Natural Bridge Road, St. Louis, MO 63121–4499.


Subjects observed and evaluated employment interviews after forming initial impressions of the applicants' paper credentials. Contrary to expectations, differential recognition of interview content was not found to mediate the effects of the application on perceptions of the interview. Instead, interviewers showed a biased interpretation of the interview performance. Applicants were perceived as doing a better job in answering the questions of the interviewer, displaying more sales-consistent traits, and making more favorable statements the more favorable their paper credentials. Note taking led to more accurate recognition of information from the interview but did not attenuate the biasing effects of the application.