Good Questions for An Interview :
It may not only be what you say in an interview that matters, but also how you say
it (e.g., how fast you speak) and how you behave during the interview (e.g., hand
gestures, eye contact). In other words, although applicants’ responses to interview
questions influence interview ratings, their nonverbal behaviors may also affect
interviewer judgments. Nonverbal behaviors can be divided into two main categories. Vocal cues (e.g., articulation, pitch, fluency, frequency of pauses, speed) and visual
cues (e.g., smiling, eye contact, body orientation and lean, hand movement,
posture, etc.)….. Oftentimes physical attractiveness is included as part of
nonverbal behavior as well. There is some debate about how large a role nonverbal
behavior may play in the interview.
Some researchers maintain that nonverbal behaviors affect interview ratings a great deal, while others have found that they have a relatively small impact on interview outcomes, especially when considered with applicant qualifications presented in resumes. The relationship between nonverbal behavior and interview outcomes is also stronger in structured interviews than unstructured and stronger when interviewees’ answers are of high quality.
Applicants’ nonverbal behaviors may influence interview ratings through the inferences interviewers make about the applicant based on their behavior. For instance, applicants who engage in positive nonverbal behaviors such as smiling and leaning forward are perceived as more likable, trustworthy, credible, warmer, successful, qualified, motivated, competent, and socially skilled. These applicants are also predicted to be better accepted and more Ittisfied with the organization if hired.
Applicants verbal responses and their nonverbal behavior may convey some of the same information about the applicant, [However, despite any shared information between content and nonverbal behavior, it is clear that nonverbal behaviors do predict interview ratings to an extent beyond the intent of what was said and thus it is essential that applicants and interviewers alike are aware of their impact. You may want to be careful of what you may be communicating through the nonverbal behaviors you display.
To hire the best applicants for the job, interviewers form judgments, sometimes
using applicants’ physical attractiveness. That is, physical attractiveness is usually not
necessarily related to how well one can do the job, yet has been found to influence
interviewer evaluations and judgments about how suitable an applicant is for the job. Once individuals are categorized as attractive or unattractive, interviewers may have
expectations about physically attractive and physically unattractive individuals and then
judge applicants based on how well they fit those expectations.
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