How does interview style affect applicants´ perception of fairness of the job interview?

Abstract

In this study we examine the differences between the structured and unstructured interview in regards to an applicant’s perception of fairness. Despite extensive research on the predictive validity of future job performance of the two interview types, research is limited on how these interviews affect the applicant's perception of fairness of the job interview. In this thesis we conducted both structured and unstructured interviews of students (n=40) to see how applicants’ perception of fairness is affected by the two different styles. We also examined the effect of allowance of voice, interviewer warmth and job relevant questions. The results we found, was that it is not possible to conclude that the two different interview styles have any effect on the candidate's perception of fairness. However, we found that it is statistically significant if the candidate is allowed to use voice, meets a warm interviewer and is asked relevant questions. Results suggest that recruiters should involve these factors in order to make candidates perceive the process as more fair. We believe that these results have made a contribution to the field of recruiters in regards to making candidates more comfortable in a job-interview setting. For further examinations of the subject, recommendation of future research is discussed.