Perceived interviewee anxiety and performance in telephone interviews

Abstract

Purpose

The purpose of this paper is to focus on the role of interviewee anxiety as a predictor of perceived hireability (Study 1, n=82) and job suitability (Study 2, n=74).

Design/methodology/approach

Using an experimental design, participants were randomly allocated to one of two conditions (an audio recording of either a confident or anxious job candidate with identical scripts) and asked to take the role of an interviewer.

Findings

The anxious interviewee (played by an actor) was consistently rated as less hireable (in a combined sample based on Studies and 2), less suitable to the job and received less favorable hiring recommendations (as assessed in Study 2) than the confident interviewee (played by the same actor).

Research limitations/implications

The study was conducted with students who may have less interview experience than experienced interviewers.

Practical implications

The results suggest that anxiety has a negative biasing effect on perceived hireability and job suitability ratings. In other words, the behavioral manipulation of anxiety affects hireability ratings, independent of any subjective assessment of anxiety.

Originality/value

The findings provide evidence of an anxiety bias in telephone interview settings. The results highlight the importance of considering anxiety cues when training employment interviewers.

Citation

Jeske, D., Shultz, K.S. and Owen, S. (2018), "Perceived interviewee anxiety and performance in telephone interviews", Evidence-based HRM, Vol. 6 No. 3, pp. 320-332. https://doi.org/10.1108/EBHRM-05-2018-0033