As remote work continues to evolve in the post-pandemic era, new data is shedding light on the habits of those who work from home versus those who commute to the office.
According to official analysis by the Office for National Statistics (ONS), remote workers enjoy more rest, more exercise, and surprisingly, less work. But is this a problem or a natural shift in work culture?
More Sleep and Exercise, But Less Work?
The numbers are intriguing: remote workers get an extra 24 minutes of sleep and 15 minutes of exercise every day compared to their office-going counterparts.
These extra hours of rest and movement might seem like a benefit, but they come with a caveat—remote workers tend to work 10 minutes less on average than those in the office. While it’s tempting to view this as a productivity loss, it’s important to consider the full picture.
Managers, in particular, are more likely to embrace remote or hybrid working models. 45% of senior staff now work from home or in a hybrid setup, compared to just 27% of employees overall.
This growing trend reflects how working from home is being increasingly normalized, especially as the pandemic-driven shift to full-time remote work continues to recede.
Hybrid Work: The New Normal
While the wave of full-time remote work is declining, hybrid models are on the rise. In fact, the percentage of workers using a hybrid approach has tripled since January 2021, from 9% to 28%.
This shift indicates that many workers prefer the flexibility of splitting their time between the office and home rather than returning full-time to the workplace.
Some major employers, like Amazon and Asda, have urged employees to return to the office, contributing to the drop in full-time remote work from 37% in February 2021 to just 13% by October 2024.
However, many workers have opted for a hybrid solution instead, a trend that has become more accepted across various industries.
The Public Sector Debate: Is Remote Work Hindering Productivity?
The debate surrounding remote work has not been without controversy. In the UK, the Civil Service has faced criticism for sluggish productivity, with some blaming remote work for the lack of efficiency.
Sir Jacob Rees-Mogg, the former minister for Brexit opportunities and government efficiency, famously criticized remote-working civil servants, claiming that many were “literally asleep on the job.”
His comments, which included reports of employees taking naps during work hours, sparked debates about the future of remote work in public services.
Rees-Mogg argued for a return to a five-day office-based working week, saying that public sector productivity was suffering as a result of too many workers staying home.
However, this perspective stands in stark contrast to the views of Labour Party officials. Business Secretary Jonathan Reynolds has championed flexible working, noting its potential for economic benefits.
The debate continues as both sides make their case for the future of work, but the reality is that flexible working is becoming an accepted norm across many sectors.
Access to Remote Work: The Age and Industry Divide
The ONS analysis also revealed an important demographic detail: younger workers are far less likely to have access to hybrid or remote working opportunities.
Just 19% of workers under 30 are able to work remotely, compared to 29% of workers over 30.
This is largely because younger employees are more likely to be in industries such as retail or hospitality, where remote work simply isn’t an option.
Education also plays a significant role in who has access to hybrid models. Workers with degrees are 10 times more likely to work remotely than those without qualifications.
A striking 42% of degree holders have access to hybrid work, while only 4% of those without a degree can claim the same.
This highlights the growing divide between professional and non-professional sectors when it comes to remote work opportunities.
The IT Sector Leads the Charge
When it comes to hybrid working, the IT sector leads the pack. Nearly half (49%) of IT professionals work remotely for part of the week, followed closely by the professional and scientific sectors, where 46% of workers enjoy hybrid arrangements.
These sectors benefit from the nature of their work, which often lends itself well to remote environments.
The Future of Work: Balance or Burnout?
The future of work remains a topic of intense debate, with remote work and hybrid models continuing to shape workplace culture.
On one hand, remote workers enjoy better work-life balance, with more sleep and exercise—a sign that flexible working can improve wellbeing.
On the other hand, concerns about productivity and the impact of remote work on collaboration and efficiency remain front and center.
As hybrid working becomes the norm, the key will be finding a balance between flexibility and productivity, ensuring that workers have the support they need while still meeting the demands of their jobs.
Whether working from home or in the office, the world of work is evolving, and it’s up to both employers and employees to adapt to this new reality.
A study ‘What does job applicants’ body art signal to employers?’ by Stijn Baert, Jolien Herregods, Philippe Sterkens, investigates how visible body art (e.g., tattoos and piercings) affects the hiring decisions of job recruiters.
The focus of the study was on how body art interacts with various candidate characteristics, such as gender, obesity, and qualifications.
In the experiment the researchers used a state-of-the-art scenario approach, where participants assumed the role of recruiters assessing job candidates.
They evaluated candidates based on vignettes that varied by body art type, obesity, and other factors like gender, academic performance, and job-related skills.
Key Findings:
Overall Impact of Body Art: The presence of body art did not significantly reduce the likelihood of being invited for an interview or hired, suggesting body art doesn’t universally affect hireability. However, there were some notable nuances.
Gender Differences: Body art negatively impacted male candidates’ hireability. Men with body art had a lower probability of being invited to an interview and scored worse on hireability measures compared to men without body art. No such effect was found for women. This highlights the interaction between body art and gender, with men facing greater stigmatization.
Obesity and Other Factors: Obesity also lowered hireability, and its effect was stronger than that of body art. Obese candidates were rated lower on hireability, collaboration, and personality traits like emotional stability, but higher on traits related to productivity (e.g., manageability).
Perceived Personality and Collaboration: Candidates with body art were viewed as less honest, emotionally stable, agreeable, and conscientious, although they were also seen as more extroverted and open to new experiences. This suggests body art may signal certain personality traits to recruiters, but these signals vary by gender.
Recruiter Characteristics: The study controlled for factors like recruiters’ experience, education, and tendency to provide socially desirable responses. It found no evidence that these factors influenced the overall results, suggesting that the effects were not due to bias from participants’ personal experiences or social desirability.
The study shows that body art does influence hiring decisions, particularly for male candidates, who are judged more harshly for wearing body art compared to females.
The impact of obesity on hireability was more pronounced than body art, which suggests that physical appearance plays a significant role in recruitment decisions.
While body art did not have a strong effect on hiring outcomes overall, it did influence perceptions of personality and collaboration, and its impact varied by gender.
The Impact of Body Art on Job Recruitment: What Employers Need to Know
In today’s rapidly evolving job market, one might assume that professional qualifications and experience are the sole determinants of hiring decisions, espcially with the increase in the use of a structured job interview
However, appearances and personal traits, including body art, can still play a significant role in shaping hiring outcomes.
The Research Behind the Stigma
A recent experiment conducted by Van Borm et al. (2021) sought to explore the effect of body art on recruitment decisions. The study was based on the methodology established by Auspurg and Hinz (2014) but expanded to cover a broader range of job sectors and candidate characteristics.
Participants in the study were placed in the role of recruiters and tasked with evaluating applicants for one of eight job groups, including professions such as software developers, travel agents, and poets. These jobs varied in terms of required educational level, customer contact, creativity, and reliability.
By presenting a diverse set of job applicants with varying levels of body art, weight, and gender, the experiment aimed to uncover any potential biases related to these factors in the hiring process.
Key Findings from the Experiment
Body Art Does Not Necessarily Lower Hireability Overall
One of the key insights from the experiment is that the presence of body art (whether tattoos or piercings) did not significantly lower the overall likelihood of being hired or invited for an interview. Across all participants, candidates with body art were not found to have lower odds of being selected for an interview or hired compared to candidates without body art.
Gender Differences in Perception of Body Art
The study revealed an important gender interaction. While body art had little impact on the hireability of female candidates, male candidates with visible body art were less likely to be invited for an interview or hired. Specifically, male candidates with body art saw a 5.4% decrease in the probability of being invited for an interview and a similar drop in hiring appropriateness scores. This suggests that body art may carry a more significant stigma when worn by men, possibly due to ingrained societal perceptions about masculinity and professionalism.
Body Art Impacts Perceived Personality and Collaborativeness
Another crucial finding was that job candidates with visible body art were often perceived as less desirable colleagues. Recruiters rated these candidates as less pleasant to collaborate with, both as an employer and as a colleague. Interestingly, candidates with body art were also perceived as less honest, emotionally stable, agreeable, and conscientious. However, they were seen as more extroverted and open to new experiences, which may be beneficial in certain roles.
Obesity as a Parallel Stigma
In addition to body art, the study also explored the effects of obesity on hiring decisions. Similar to body art, candidates who appeared obese were rated lower in terms of hireability and personality, though they were seen as more productive in certain contexts. This finding emphasizes that physical appearance—whether in the form of body art or weight—can significantly influence hiring decisions, despite the lack of a direct link to job performance.
Actionable Points for Job Seekers
If you’re applying for jobs and have visible body art, the research suggests there are some important factors to consider in order to improve your chances of being hired:
1. Choose the Right Role
Not all jobs perceive body art the same way. For instance, positions that demand high levels of customer interaction or roles that are more traditionally “corporate” may have stricter standards around appearance. On the other hand, creative fields, such as graphic design, marketing, or the arts, are likely to have a more lenient view of body art. Consider whether the company’s culture aligns with your style and appearance before applying.
2. Understand the Gender Dynamics
The study showed that body art had a more significant negative effect on male candidates. This suggests that male candidates may need to be more strategic about when and how they showcase body art, especially if applying for roles in conservative industries. While it’s important to be authentic, understanding the cultural context of a given industry or organization can help mitigate any biases.
3. Leverage Your Other Strengths
If you have body art and are concerned about biases, you can proactively showcase other strengths that may counterbalance any perceived negative traits. Highlight your qualifications, relevant experience, and skills that align with the job description. Additionally, demonstrating your ability to collaborate and your commitment to the job can help break down stereotypes associated with body art.
4. Prepare to Address the Issue Directly
If you suspect that body art might be a concern during an interview, be prepared to address it directly and confidently. You could frame it as a form of self-expression or creativity, depending on the role you’re applying for. In some cases, explaining the significance of your tattoos or piercings might help hiring managers see them as a reflection of your individuality rather than as a hindrance.
Actionable Points for Hiring Professionals
As an employer, it’s essential to be aware of potential biases that may influence your hiring decisions. Here are some steps you can take to ensure a more inclusive and fair recruitment process:
1. Focus on Skills, Not Appearance
While body art may influence first impressions, it should never overshadow a candidate’s qualifications and experience. Instead of letting visible body art dictate your decision, focus on assessing candidates based on their skills, qualifications, and fit for the role.
Create a structured interview process that emphasizes job-relevant criteria, and avoid making judgments based on physical appearance alone.
2. Standardize Evaluation Criteria
The presence of body art can easily trigger implicit biases, leading recruiters to make assumptions about a candidate’s personality or work ethic. One way to counteract this is to use a standardized evaluation system. For instance, rate candidates on a consistent scale using objective criteria related to job performance. This helps ensure that all applicants are evaluated fairly and consistently, regardless of their appearance.
3. Educate Your Hiring Team on Bias
Hiring managers and recruiters should receive training to help them recognize and mitigate biases, including those related to body art.
Conducting regular workshops on unconscious bias, and educating your team on the impact of appearance-based discrimination, can improve decision-making and create a more inclusive recruitment process. ***other research shows how unconcious bias training is only effective if employees volunteer to attend the training
4. Adopt a Culture of Diversity and Inclusion
A company’s culture plays a significant role in shaping attitudes toward body art. To create a more inclusive workplace, foster a culture that values diversity in all its forms, including self-expression.
Encourage employees to be themselves and show that you embrace diversity in your hiring process. This sends a positive message to potential candidates and ensures that your organization attracts a wide range of talent.
The research reveals that body art, such as tattoos and piercings, can influence hiring decisions, but the impact is not universal. Gender, job type, and societal perceptions all play a role in how body art is viewed in the hiring process. While men may experience a greater stigma, body art does not always hinder a candidate’s chances, especially in creative industries or roles that emphasize individuality.
For job seekers, being strategic about the roles they apply for, understanding how their appearance may be perceived, and leveraging their strengths can help mitigate any biases. For employers, focusing on qualifications, providing bias training, and fostering an inclusive culture can ensure that recruitment practices are fair and equitable.
By adopting these actionable steps, both job seekers and hiring professionals can navigate the complexities of body art in the hiring process, ultimately creating a more inclusive, diverse, and fair work environment.
The recruitment process is found to be unfair to women who are viewed as being at an age where they are likely to become pregnant therefore needing to take maternity leave.
Across industries and around the world, interviewers often ask inappropriate, sometimes illegal, questions that hint at concerns about parental status, future family plans, or caregiving responsibilities.
Although it’s illegal to discriminate based on parental status in many countries, questions that aim to gather such information still emerge, often indirectly throughout the recruitment process.
Knowing how to respond to inappropriate parental (job interview) questions can help candidates protect their job prospects and, ultimately, contribute to reducing discriminatory practices in hiring.
In recent research, ‘How to respond to inappropriate questions in job interviews: Personal and social consequences of truth-telling, deflection and confrontation’ solutions to this common bias have been looked into.
Why do hiring managers ask questions about pregnancy?
Employment discrimination against women based on their potential for motherhood stems from deep-seated cultural biases and stereotypes.
Research shows that assumptions about women’s roles and availability can impact perceptions of their commitment, “fit,” and dedication to a job.
Often, women are expected to prioritize family responsibilities over work, a stereotype that rarely affects men in the same way even though many males now take paternity leave for long periods of time.
The belief feeds into a cycle where women may be asked inappropriate questions during the job interview, putting female applicants in the position of either awkwardly disclosing personal information or having to find a way to sidestep the question.
This scenario places women at a crossroads where they must carefully weigh how to respond, balancing their desire for authenticity with a pragmatic approach that supports their chances of being hired.
Conflict Management Strategies for Dealing with Illegal Job Interview Questions
Kahalon, R., Ullrich, J. and Becker, J.C. (2024) ‘How to respond to inappropriate questions in job interviews: Personal and social consequences of truth-telling, deflection and confrontation’, European Journal of Social Psychology research paper found three conflict management strategies that can be used to deal with inappropriate parental status interview questions.
The results from three experiments that attributed to the research suggest that ‘deflection’ (i.e., responding with another question) is the superior strategy when asked questions about future family planning as the strategy increases the chance of being hired compared to applicants who opt for truth telling (which can play into the employers biases).
Another option is ‘confrontation’ (i.e., saying that the question is inappropriate). The confrontation method was found to be superior in terms of a social level and leads to a decrease the probability that the same interviewer will asked similar questions to women in future interviews but is highly unlikely to result in a job offer for the candidate confronting the employer.
The 3 common strategies to approach the illegal interview question:
The Strategy of Truthful Disclosure
The first strategy is to answer the interviewer’s question honestly, even if it touches on sensitive topics.
For example, if asked about family plans, one might say, “Yes, I do plan on having children in the future,” or “I currently have two young children.”
Pros of Truthful Disclosure
Authenticity: This approach demonstrates openness and honesty, qualities that can sometimes foster trust.
Avoids Risk of Misinterpretation: With a direct answer, there’s no ambiguity, and interviewers cannot misinterpret your words.
Strengthens Personal Confidence: Answering directly can feel empowering, especially for those who value transparency.
Cons of Truthful Disclosure
Reduced Hiring Chances: Disclosing parental status or plans can sometimes play into biases, leading interviewers to view you as less committed to the job.
Reinforces Biases: By answering these questions, you inadvertently accept them as valid, which can perpetuate the belief that parental status is a legitimate consideration in hiring.
When to Use Truthful Disclosure
Truthful disclosure can be an appropriate response if:
You believe that the company genuinely supports work-life balance and doesn’t penalize employees for family commitments.
You feel comfortable sharing and believe your response will not affect your hiring chances.
Example Response: “Yes, I do have children, but I have a strong support system that allows me to be fully committed to my role.”
Practical Tip: Reframe the Disclosure
If you choose to disclose, use it as a segue to emphasize your strengths. For instance, mentioning a support system or flexibility plan demonstrates your commitment to managing both professional and personal responsibilities.
Confrontation as a Strategy for Social Change
Confronting the interviewer about the inappropriateness of the interview question is a more direct strategy that can go either way.
The direct approach challenges the interviewer and brings attention to the issue, signalling that inappropriate questions are not acceptable – sometimes the hiring manager isn’t aware of the appropriateness of the questions until their attention is drawn to it.
For example, if asked about your plans to start a family, you might respond, “I’m not sure how that’s relevant to my ability to perform in this role.”
Pros of Confrontation
Sets Boundaries: Directly addressing inappropriate questions helps set professional boundaries and demonstrates self-advocacy.
Promotes Social Change: Confrontation can have a ripple effect, discouraging interviewers from asking similar questions in the future.
Establishes Respect: This approach can also communicate that you are confident and unwilling to accept discrimination.
Cons of Confrontation
Perceived as Aggressive: Confrontation can sometimes be perceived as combative, especially for women, who may face backlash for challenging authority.
Risk of Not Being Hired: By directly opposing the interviewer, you might reduce your chances of securing the position.
When to Use Confrontation
Confrontation is ideal if:
You value setting a strong precedent against discrimination.
You’re willing to take a risk for the potential reward of encouraging more equitable practices.
Example Response: “I think questions about family status are generally unrelated to my professional abilities and commitment. I’m happy to discuss my relevant skills and experiences for this role.”
Practical Tip: Use a Neutral Tone
When confronting, aim to maintain a neutral tone to reduce the likelihood of being perceived as overly defensive. This can help frame your response as an assertion rather than an accusation.
Deflection: A Polite and Practical Response
Deflection is an indirect way of responding by sidestepping the question without providing a direct answer.
This strategy, which was found to be best approach in terms of becoming hired, can help avoid disclosing unnecessary personal information while keeping the conversation professional.
For example, if asked about family planning, you could respond with, “I’m curious, do many team members make use of the daycare facility you mentioned?”
Pros of Deflection
Protects Privacy: Deflection allows you to keep personal matters private without seeming evasive.
Maintains Likability: By using a neutral question, you keep the tone positive and professional, which can boost your appeal as a candidate.
Reduces Hiring Risk: This strategy is effective for protecting hiring chances, as it sidesteps the potential biases triggered by direct answers.
Cons of Deflection
Doesn’t Challenge the Bias: By deflecting, you avoid addressing the interviewer’s potentially discriminatory motive, which may not deter them from asking similar questions in the future.
Can Feel Evasive: Some interviewers might sense that you’re not answering directly, which could prompt additional probing.
When to Use Deflection
Deflection is especially useful if:
You want to keep the conversation professional without addressing the question directly.
You feel the interviewer may not take well to confrontation but want to avoid disclosing personal information.
Example Response: “I’m interested in hearing more about the company culture and how it supports work-life balance for all employees.”
Practical Tip: Shift the Focus
Try shifting the focus back to your professional qualities. Deflection can include redirection to emphasize your interest in the company’s culture, expectations, or support systems, keeping the interview on track.
Weighing the Cost-Benefit of Each Strategy
Each response strategy—truthful disclosure, confrontation, and deflection—vary in terms of their implications, and choosing the right approach depends on both the situation and your personal preferences.
Summary of the 3 strategies:
Strategy
Benefits
Drawbacks
Truthful Disclosure
Builds trust, feels authentic
Risk of reinforcing bias, reduced hiring chances
Confrontation
Sets boundaries, promotes social change
Can reduce likability, may harm hiring chances
Deflection
Protects privacy, maintains likability
Doesn’t challenge bias, might seem evasive
Additional Tips for Navigating Inappropriate Questions
Prepare Responses in Advance: Anticipating questions and practicing responses can make an applicant feel more confident and prepared. Consider rehearsing responses that both deflect and redirect the conversation.
Highlight Your Skills and Commitment: Redirecting to your professional abilities or relevant experience can subtly remind interviewers that your suitability for the role doesn’t hinge on your family status.
Be Aware of Legal Rights: Understand the laws in your region regarding interview questions. If a question directly violates your rights, you may wish to address it accordingly or, in some cases, consider reporting it.
Assess Company Culture: When you encounter inappropriate questions, consider it as a potential red flag regarding the company culture. If these questions feel invasive or suggest a lack of support for work-life balance, it may signal broader issues within the organization.
Trust Your Instincts: If an interviewer’s questions make you uncomfortable or seem inappropriate, remember that your response is ultimately for your benefit. You deserve to find a workplace that values your contributions, not your personal life.
Moving Forward: Balancing Personal and Social Impact
Balancing personal goals with a desire for broader change can be challenging, especially in job interviews.
Deflection remains a popular choice for its practicality, but if your long-term goal is to advocate for more inclusive workplaces, you may decide to occasionally confront inappropriate questions as well. Each response holds the potential to inform hiring practices and can, over time, contribute to changing the narrative about women in the workforce.
Remember that regardless of your response, simply being prepared and confident can make a significant difference. By thoughtfully navigating inappropriate questions, you can better protect your career prospects, challenge biases when possible, and work toward creating a more equitable workplace for everyone.
Source:
Kahalon, R., Ullrich, J. and Becker, J.C. (2024) ‘How to respond to inappropriate questions in job interviews: Personal and social consequences of truth?telling, deflection and confrontation’, European Journal of Social Psychology, 54(4), pp. doi:10.1002/ejsp.3062.
On the face of it, eye contact during a virtual video interview doesn’t seem that important. In a recent study by Shinya, M., Yamane, N., Mori, Y. et al, eye contact was found to be a key decision in the hiring process.
How to present yourself effectively on camera has never been more important. In particular, the power of eye contact – something we often take for granted in face-to-face interviews – can heavily influence how an interviewee is perceived by the interviewer panel during a video interview.
The following article will dive into why eye contact matters in virtual interviews, how gaze can impact evaluations, and share actionable tips to help a career professional make a strong impression during an online job interview.
Why Eye Contact Matters in Virtual Job Interviews
The power of eye contact is well-documented in psychology. Eye contact builds trust, shows confidence, and demonstrates attentiveness.
In face-to-face interviews, mutual gaze – when two people make direct eye contact – fosters feelings of connection, rapport, and understanding. However, in a virtual job interview, this dynamic is disrupted by the technology the applicant uses. The typical setup of an online video interview positions the camera slightly above the screen (and on laptops and phones the camera is fixed), so even if a candidate is looking at the interviewer’s face on the screen (the natural default), the job hunters gaze can appear averted to the interview panel, creating the perception that the interviewee is not fully engaged.
The study involving Japanese university students acting as interviewees in simulated job interviews revealed that candidates who looked directly at the camera (creating the perception of eye contact) were rated higher on all evaluation criteria than those who looked at the interviewer’s face on the screen.
In other words, aligning your gaze with the camera makes you come across as more confident, engaged, and trustworthy, which can play a big role in how a career professional is perceived as a potential hire. Impression management (your interview identity) is key to helping a job seeker increase job offers during the recruitment process.
Understanding “Skewed Visuality” in Online Interviews
In face-to-face interactions, maintaining eye contact happens naturally (unless the job applicant is nervous or lacks in self-esteem which both increase a ‘downward’ gaze).
When you’re talking to a screen, it’s easy to fall into what researchers call “skewed visuality” – the disconnect caused by looking at the screen instead of the camera. Humans naturally look at the screen, the interviewers face, to subconsciously read facial ques.
From your interviewer’s perspective, skewed visuality, creates the impression that the candidate’s eyes are downcast or even distracted. This discrepancy, although unintended, can make an interviewee seem disengaged or less personable, creating a ‘bored’ or ‘indifferent’ interview identity.
The impact of skewed visuality is particularly pronounced for candidates and interviewers who place high value on social cues like eye contact. The study found that women interviewers and interviewees, in particular, rated on-camera eye contact more favorably than their male counterparts, emphasizing that subtle differences in gaze behavior may affect perceptions differently across genders.
Improve how you ‘look’ in a job interview
These practical will help you ace your job interview by improving your ‘gaze’ during an online job interview
1. Set Up Your Screen and Camera for Success
Elevate Your Camera to Eye Level: A webcam positioned at eye level creates the most natural look. Many people make the mistake of looking down at their laptop camera, which can create the perception of being distant or disengaged.
Minimize the Interview Window: Shrink the video call window and move it as close to the camera as possible. This makes it more natural for the job applicant to look at both the camera and the interviewer’s face simultaneously, which can help maintain focus without losing that all-important direct “eye contact.”
Center Yourself in the Frame: Sitting far enough from the camera so that an applicant’s head and shoulders are in the shot is the best frame, and avoid positioning yourself too close to the camera, which can make an interviewee appear overly intense.
2. Practice Looking Directly at the Camera
Looking directly at the camera will at first feel strange and unnatural. However, you can use visual cues to train yourself:
Use Sticky Notes as Reminders: Place a small sticky note next to your camera to remind yourself where to look, particularly during key moments of the interview.
Practice with Video Recordings: Record yourself answering interview questions while looking at the camera. Notice how your gaze affects your appearance and adjust accordingly until you feel comfortable.
3. Engage with Non-Verbal Cues
Non-verbal cues, like nodding and smiling, can help convey warmth and interest even when your gaze is fixed on the camera.
Nod Slightly While Listening: Nodding conveys attentiveness and engagement. This subtle movement can help bridge the gap between face-to-face and virtual interaction, making you appear more approachable.
Smile at Appropriate Times: A genuine smile can enhance your facial expressions, making you seem more personable and enthusiastic. Smiling while looking at the camera is especially effective in creating a warm first impression.
4. Be Mindful of Cultural Nuances and Gaze Expectations
While gaze direction is essential, cultural factors can influence how your gaze is perceived. In some cultures, direct eye contact might be interpreted differently, especially in professional settings. Although Western contexts typically favor direct eye contact as a sign of confidence, East Asian contexts may not emphasize eye contact to the same extent. However, regardless of cultural norms, intentional eye contact in an interview setting often signals professionalism and attentiveness.
Research Cultural Norms: If you’re interviewing with an international company, it may be helpful to research cultural expectations around eye contact.
Ask for Feedback: If you’re unsure, consider asking a friend from a similar background to your interviewer to watch a practice interview and provide feedback on your gaze behavior.
5. Test Your Setup Before the Interview
Technical glitches or awkward camera angles can distract from your focus, so give yourself time to set up and practice before the actual interview. Here are some quick checks:
Check Your Internet Connection: A stable connection reduces the chances of delays, which can throw off the timing of your eye contact.
Run a Mock Interview: Have a friend or career coach conduct a mock interview on the same platform. Test your gaze technique to ensure you appear as natural as possible.
Adjust Your Lighting: Good lighting from the front (preferably natural light) can help highlight your face, making your expressions and gaze clearer. Avoid backlighting, which can create shadows and make it harder for the interviewer to read your expressions.
Overcoming the Challenge of “Skewed Visuality” with Confidence
While the difference between looking at the screen and looking at the camera may seem small, it has significant implications for online interactions, particularly in formal settings like job interviews. Candidates who appear as though they’re making direct eye contact tend to be perceived as more engaged and personable. By mastering these gaze techniques, you can stand out as a confident communicator.
Final Thoughts: Virtual Interviews and Future Trends in Communication Technology
As technology advances, the gap between virtual and face-to-face communication may narrow. In the meantime, understanding and leveraging the power of intentional gaze can give a savvy job hunter an edge in virtual interviews. Looking at the camera, practicing subtle non-verbal cues, and being mindful of cultural nuances will help candidates establish the presence of someone who’s genuinely invested in the conversation, even through a screen.
In a competitive job market, small adjustments during an interview performance can make a big difference in how potential employers perceive the career professional. By adopting these techniques, an interviewee can easily navigate the unique challenges of virtual interviewing, creating a lasting, positive impression that could be the deciding factor in landing a lucrative job offer.
Source:
Shinya, M., Yamane, N., Mori, Y. et al. Off-camera gaze decreases evaluation scores in a simulated online job interview. Sci Rep14, 12056 (2024).
Delaney, C. (2021). What Is Your Interview Identity. MX Publishing.
Recent research has found that using AI during an asynchronous video interview (AVI) will increase the chances of a job applicant gaining a job offer.
The use of AI in various fields has been a game-changer, and recruitment is no exception. One of the most interesting applications in this domain is how artificial intelligence, particularly tools like ChatGPT, has started impacting job interviews.
Asynchronous video interviews (AVI), in which a candidate responds to pre-recorded questions, have become a common selection method for organizations. This format allows candidates to participate at their convenience, without needing a real-time interviewer. However, the increasing accessibility of AI tools raises questions about fairness, integrity, and cheating in these interview settings.
The recruitment industry has seen a significant transformation with the advent of AI. From automating candidate screening to enabling predictive analytics for assessing future job performance, AI is reshaping the way companies hire talent. One of the latest concerns involves AI assistance in interviews, especially in AVIs, where nervous candidates may feel tempted to use AI tools like ChatGPT to generate their responses.
As discussed in previous articles, asynchronous video interviews have grown in popularity because they offer flexibility for both candidates and interviewers. Candidates record their answers to pre-set questions, and interviewers can review them at their convenience.
This format is handy for high-volume recruitment (global organisations, businesses opening new branches, companies with regular staff turnover IE hiring students) and geographically dispersed applicants. For highly skilled or paid roles, AVIs form the initial part of the recruitment process to reduce the number of human interviews (a cost-saving technique) for applicants who wouldn’t have made the cut.
Research Objectives: Exploring AI Cheating
The study by Damian Canagasuriam and Eden-Raye Lukacik provides the first examination of how AI cheating in AVIs can influence interview outcomes.
Specifically, the researchers sought to understand whether using AI tools like ChatGPT improves a candidate’s performance and how it affects other key factors, such as honesty ratings and procedural fairness.
The study was based on a pre-registered experiment involving 245 respondents from the online research platform Prolific. These participants were randomly assigned to one of three conditions:
1. **Non-ChatGPT Condition:** Candidates responded to interview questions without any AI assistance.
3. **ChatGPT-Personalized Condition:** Candidates provided their résumé or contextual information to ChatGPT and modified the AI-generated responses before using them.
By comparing these groups, the researchers aimed to measure differences in overall interview performance, response content, delivery, perceived honesty, and procedural justice.
Key Findings: AI Boosts Performance but Raises Ethical Concerns
One of the most notable findings of the study is that candidates who used AI assistance, particularly in the ChatGPT-Personalized condition, received significantly higher scores on overall performance and content. This suggests that AI-generated responses are generally more articulate and well-structured than human-generated responses, potentially giving AI users an advantage in the interview process.
The high scores suggest that the cross reference of the applicant’s resume against the contextual information (the job spec) creates more relevant answers. The two of the three rules for a successful interview outcome are 1) identify the job criteria and 2) be a self-promoter.
However, the study also found some drawbacks to using AI in interviews. While AI-assisted candidates performed better in terms of content, their response delivery ratings (i.e., how well they communicated their answers) were not significantly different from those of the non-ChatGPT group. This indicates that the AI-generated content did not necessarily make candidates appear more convincing or engaging in their delivery.
These findings relate to research into impression management – your interview identity, where tonality, body language, word choice, humour, confidence, rapport, and communication style in general, impact the likeability factor influencing the employer’s view of the candidate’s credibility. The third rule of a successful interview is 3) communicate with confidence.
More importantly, both AI conditions received lower honesty ratings than the non-ChatGPT group. This suggests that interviewers or evaluators were able to sense the lack of authenticity in AI-generated responses, even if they couldn’t pinpoint exactly why.
Honesty is a crucial factor in job interviews, and a dip in perceived integrity could negatively impact candidates who rely heavily on AI tools. Four out of the sixteen interview identities are formed when a candidate is perceived as knowledgeable and/or experienced due to the content of the (AI-prompted) interview answer but delivered with poor communication, including the ‘indifferent interview identity’.
Furthermore, candidates in both ChatGPT conditions rated the interview process lower in terms of procedural justice. This indicates that even those who used AI felt that the process was less fair, potentially because they were aware that they were not fully representing themselves. This dissatisfaction with the process may affect their overall perception of the employer and could lead to negative candidate experiences.
Implications for Employers: Fairness and Integrity
For employers, these findings raise important questions about the validity of AVIs as a selection tool in the age of AI. If candidates are using AI to improve their responses, it becomes difficult to determine whether the interview truly reflects the applicants capabilities or if it’s a reflection of AI’s language generation prowess.
Employers may need to reassess their reliance on AVIs and consider whether these interviews can accurately assess a candidate’s potential. In addition, AI detection measures may become necessary to maintain the integrity of the process. Tools that can identify AI-generated content or discrepancies between a candidate’s résumé and their interview responses could help mitigate AI cheating. However, these measures could also introduce new ethical concerns, such as privacy invasion or over-scrutiny of candidates’ personal data.
Moreover, interviewers may need to be trained to focus more on qualitative aspects of the interview, such as authenticity and emotional intelligence, rather than solely on the content of the responses. This shift could help ensure that interviews continue to assess the human qualities that are essential for many roles.
Implications for Job Seekers: The Ethics of AI Assistance
For job seekers, the temptation to use AI tools like ChatGPT in interviews is understandable, especially when facing tough competition. This is especially true for anxious interviewees who may look for a shortcut to help boost their morale during the recruitment process.
AI can help candidates craft more polished and compelling answers, improving their chances of success. However, the study highlights the potential risks of relying too heavily on AI. There are other AI tools that can help job seekers prior to the job interview including Linked-In interview preparation AI tool which helps prepare candidates for job interviews by measuring not only the content of their interview answers but also the applicant’s communication style; filler words, word count, and sensitive phrases.
One key concern is that interviewers may perceive AI-generated responses as dishonest, even if they can’t explicitly identify the use of AI. This perception could harm a candidate’s reputation and lead to lower ratings in areas like integrity and trustworthiness—qualities that are often critical in hiring decisions.
Additionally, candidates who use AI tools may experience feelings of guilt or dissatisfaction with the interview process. If they feel that they are not accurately representing themselves, they may question whether they truly deserve the job, leading to imposter syndrome or a lack of confidence in their abilities.
For those who choose to use AI assistance, the challenge lies in striking the right balance between leveraging AI for improvement and ensuring that their responses remain authentic and personal. Candidates should view AI as a tool to refine their communication, rather than as a crutch that does all the work for them.
A mix of AI assistance and a human mock interview could give the greatest advantage to a job applicant.
Broader Ethical Considerations: The Future of AI in Recruitment
The rise of AI in recruitment presents a broader ethical dilemma: To what extent should AI be allowed to influence the hiring process? On the one hand, AI can help level the playing field by providing candidates with tools to express themselves more effectively, especially for those who may struggle with language or articulation. On the other hand, if AI-generated responses dominate interviews, the process may become more about evaluating AI’s capabilities than assessing the candidate’s own skills and personality.
There is also the risk that over-reliance on AI could lead to a lack of diversity in responses. AI tools like ChatGPT are trained on large datasets, which may not fully capture the nuances of individual experiences, particularly for underrepresented groups. If AI-generated responses become the norm, there is a danger that interviews could lose the diversity of thought and perspective that is essential for innovation and problem-solving.
Employers and candidates alike will need to navigate these ethical challenges as AI continues to evolve and become more integrated into the recruitment process. Clear guidelines and transparency about the use of AI in interviews could help maintain fairness while allowing candidates to benefit from AI tools in a way that enhances, rather than replaces, their own abilities.
Conclusion: Navigating the AI-Assisted Future of Recruitment
As AI becomes more prevalent in job interviews, both employers and candidates will need to adapt. Employers must find ways to ensure that interviews remain a reliable measure of a candidate’s potential, while candidates must carefully balance the benefits of AI assistance with the need to remain authentic and trustworthy.
The future of recruitment will likely involve a combination of human judgment and AI-enhanced tools. The challenge lies in ensuring that this combination enhances the process without compromising the values of fairness, diversity, and integrity that are essential for effective hiring.
Source:
Canagasuriam, D. and Eden?Raye Lukacik (2024). ChatGPT, can you take my job interview? Examining artificial intelligence cheating in the asynchronous video interview. International journal of selection and assessment. doi:https://doi.org/10.1111/ijsa.12491.
Delaney, C. (2021). What Is Your Interview Identity. MX Publishing.
In today’s competitive job market, only the strongest interviewees are offered high-paying roles.
While stating job experience and qualifications on the application form will get you a job interview it is the persuasive communication skills of the career professional that lands a job offer. The interview is where you truly make your case. Interviews are more than just answering questions—they’re about persuasion, impression management, and connecting with your interviewer on multiple levels.
Understanding psychological principles will give the savvy candidate an edge over the competition. The article explores how psychological tricks, rooted in the science of persuasion and social psychology, can increase an interviewee’s ability to win over the interview panel.
Cialdini’s Principles of Persuasion in Job Interviews
You can’t write an article on the psychology of persuasion without quoting Cialdini.
Reciprocity: Building Rapport by Giving (and then receiving)
The principle of reciprocity is simple: people feel obligated to return favours.
In an interview setting, reciprocity has to be subtle. By offering something of value to the interviewer—whether it’s information, insight, or a genuine compliment can create an overwhelming need for the interviewer to offer something in return for the initial ‘gift’.
For instance, during a discussion about the company’s challenges, offering a thoughtful idea or a unique perspective can create a sense of reciprocity. The interviewer might feel more inclined to view you favorably because you’ve provided something of value that they can use.
Authority: Presenting Yourself as an Expert
Interviewers are looking for candidates who can bring expertise to their roles.
By subtly establishing yourself as an authority in your field, you can significantly enhance your appeal. This doesn’t mean bragging; instead, it involves demonstrating your knowledge through well-prepared, detailed answers. Citing relevant experience, referring to industry standards, or mentioning certifications can all help establish your authority.
The interview prediction grid model (interview identity test) explains how being seen as a confident expert (charismatic interview identity) in the recruitment process vastly increases the chances of a candidate being offered the advertised role. The key is to balance confidence with humility, ensuring you come across as knowledgeable but not arrogant (egocentric interview identity).
Social Proof: Leveraging the Power of Testimonials and References
Social proof, the idea that people look to others to determine what is correct, can be powerful in an interview.
Providing examples (embedding the examples within the job interview answer) of positive feedback from previous employers, clients, or colleagues can reinforce your suitability for the job.
In addition, persuasive applicants will reference LinkedIn recommendations or bring up relevant endorsements which subtly remind the interviewer that others have recognized the candidate’s abilities. Many employers look at candidates LinkedIn profile prior to the interview and the applicant’s content, posts, and any recommendations create either a ‘halo’ or ‘horns effect.
It is also powerful to discuss how another employer has already offered the applicant a job, as this creates scarcity of persuasion as well as social proof.
Social proof not only boosts an interviewee’s credibility but also aligns with the interviewer’s desire to select a candidate validated by others.
Liking: Building a Personal Connection
People are more likely to say yes to someone they like.
During an interview, finding common ground with the interviewer can be invaluable. Common ground could be something as simple as a shared interest, or a similar career path, or any commonality (attended the same university, both eat at the same restaurant, or watch the same TV programme – all personal information that is easy to find on social media platforms once a job seeker has the interviewers name).
Engaging in light, relevant conversations about these topics can make the interviewee more likable. However, authenticity is crucial; forced attempts to connect can have the opposite effect.
In addition, showing genuine interest in the interviewer and the company culture can foster a positive, likable impression.
Scarcity: Highlighting Your Unique Qualities
Scarcity, the idea that people value what is rare, can be used to a career professional’s advantage by highlighting what makes them uniquely qualified for the position.
Whether it’s a rare skill set, a unique experience, a track record of being successful in the sector, or an uncommon perspective, emphasizing these aspects can make you stand out. For example, if you have experience in a niche area that the company is looking to expand into, make sure to bring this to the forefront during your interview.
Remember the other job applicants are likely to have a similar level of academia, experience, and knowledge, what the persuasive interviewee offers is something unique and valuable in addition to the norm.
Consistency: Aligning with the Company’s Values
People like to see consistency in others’ behaviour and beliefs.
In an interview, this means aligning your answers and examples with the company’s core values and mission. Researching the company thoroughly beforehand will help you tailor your responses to reflect these values.
If a company values innovation, for example, sharing past experiences where you brought new ideas to life can show that you’re a good fit. Consistency between what you say and what the company stands for can significantly strengthen your candidacy.
Cognitive Biases in Interviews
Halo Effect: Making a Strong First Impression
The halo effect is a cognitive bias where an initial positive impression influences subsequent judgments.
In a job interview, the first few minutes are crucial in setting the tone for the rest of the conversation. A confident handshake, a warm smile, and professional attire contribute to a strong first impression.
Preparing a succinct, compelling introduction about yourself that highlights key strengths can also help trigger the halo effect. Once the interviewer has a positive initial impression, they are more likely to view the rest of your responses through that favourable lens.
Warning: the horns effect is the opposite of the halo effect, a first bad impression (sweaty handshake, stuttering introduction, and weak body language) will create a negative lens that all interview answers are filtered through.
Anchoring: Setting the Tone for Key Discussions
Anchoring refers to the tendency to rely heavily on the first piece of information encountered when making decisions.
This piece of psychology can be used to the applicant’s advantage in an interview by setting the tone early by discussing a key success, or a unique selling point, something that the employer requires.
In a similar vein, when asked about your experience, starting with the most impressive achievement can set a high standard for the rest of the interview.
The technique is also used during salary negotiations. For example, if salary is discussed, mentioning a higher figure early on can serve as an anchor, making subsequent negotiations more favorable to you.
Confirmation bias is the tendency to search for, interpret, and remember information in a way that confirms our own preconceptions.
As an example, If an interviewee can create a positive perception early in the interview, confirmation bias may cause the interviewer to focus on aspects of their responses that reinforce the interviewers positive view, creating a self-fulfilling prophecy.
Subtly guide this process by consistently tying the interview answers back to stated strengths and experiences that align with the job requirements. Remember the three rules for a successful job interview are 1) identify the job criteria, 2) be a self-promoter 3) communicate with confidence.
By reinforcing the interviewer’s positive assumptions, the candidate will be remembered by the interviewer more favorably (and stated weaknesses that slip out during the interview will be subconsciously dismissed).
Nonverbal Communication: The Silent Influencer
Body Language: Conveying Confidence and Openness
Much research shows how body language can significantly influence how a person is perceived in an interview.
Open, confident postures – sitting up straight, leaning slightly forward, and using hand gestures when speaking—can convey confidence and self-assurance.
Avoid closed-off gestures such as crossing your arms, which can make you appear defensive.
Smiling (naturally not forced) and nodding occasionally when the interviewer speaks can also signal an attentive and agreeable candidate.
Eye Contact and Mirroring: Establishing Trust
Maintaining appropriate eye contact is crucial in building trust and rapport during an interview.
Eye contact shows confidence and sincerity. However, it’s important to strike a balance as too much eye contact can be perceived as aggressive, while too little can suggest insecurity.
Mirroring (subtly mimicking the interviewer’s body language), can also create a subconscious rapport. For example, if the interviewer leans forward, the candidate can mirror the same a few moments later. Mirroring can also be used verbally; mimicking tonality, volume, and word choice.
The mirroring technique can make the interviewer feel more comfortable and connected to the job applicants, increasing their chances of being remembered positively.
Hand Gestures: Enhancing Verbal Communication
Using hand gestures while speaking can make an interviewee’s verbal communication more engaging and memorable as research suggests that people who use hand gestures are often perceived as more energetic and enthusiastic.
Hand gestures can be particularly useful when explaining complex ideas or discussing your experiences. However, it’s essential to keep gestures natural and not overdo them, as excessive movement can be distracting.
Impression Management Techniques
Self-Promotion: Highlighting Your Achievements Effectively
Self-promotion involves presenting accomplishments in a way that highlights your competence without coming across as boastful.
When discussing achievements, focus on how the achievements benefited your previous employers and what you learned from those experiences.
For example, instead of saying, “I was the top salesperson,” you might say, “I consistently exceeded my sales targets by doing X, which contributed to a 20% increase in revenue for the company. An alternative way to achieve sales targets was to do Y but the negative impact of this approach was Z, which is why on this occasion I chose the first approach” This not only highlights your success but also demonstrates your understanding of its broader impact.
Ingratiation: Sincerely Complimenting the Interviewer or Company
Ingratiation involves using flattery or compliments to increase your likability.
While flattery is effective (everyone enjoys being praised), it’s important to be sincere.
Complimenting the interviewer on something specific—like their insights during the interview or the company’s recent achievements can create a positive atmosphere.
However, over-complementing or making insincere comments can backfire, making you seem disingenuous. The key is to find opportunities to express genuine admiration or respect without overstepping.
Emotional Intelligence: The Key to Managing Interactions
Self-Regulation: Staying Calm Under Pressure
Job interviews for most are very stressful.
Stress leads the job applicant to act in a way that doesn’t show their true selves, and therefore what the candidate can offer the organisation if they are successful in the recruitment process.
Emotional intelligence plays a critical role in how a career professional handles the stress and pressure of a job interview.
Self-regulation, a key component of emotional intelligence, involves managing your emotions and staying composed.
Techniques like deep breathing or visualization can help calm a person’s nerves before and during the interview. Repetition – attending many job interviews or undertaking mock interviews creates calmness through familiarity (knowing what to expect).
By maintaining composure an interviewee can think more clearly, respond more effectively, and project genuine confidence.
Empathy: Understanding the Interviewer’s Perspective
Empathy -the ability to understand and share the feelings of another, can be a powerful tool in an interview.
By considering the interviewer’s perspective (what they’re looking for in a candidate, their concerns, and their goals, the company values, leadership styles)a savvy candidate can tailor their responses to address the needs of the employer. Rule one for a successful job interview outcome, identify the job criteria.
For example, if the interviewer is concerned about a gap in an applicants employment history, the candidate can proactively address it by explaining how they used that time productively through, as an example, returning to education.
Being aware of the interviewer’s emotional response to an interview answer can help the interviewee change, adapt or build on the answer depending on their understanding of the employer’s feelings.
Also, demonstrating empathy shows that you are not only a good communicator but also attuned to others’ needs. A vital skill in some job roles.
Conclusion
By understanding and applying principles of persuasion, managing cognitive biases, using effective nonverbal communication, and leveraging emotional intelligence during a job interview will significantly increase the chances of a career professional gaining a job offer.
The techniques discussed will help an interviewee present their best self, making a strong impression. While psychological techniques can give you an edge in job interviews, it’s important to use them ethically. The goal is to present yourself authentically and build genuine connections.
Remember, the key is not just to be prepared, but to be self-aware and responsive to the dynamics of the interview process. With these insights, a job hunter will be well-equipped to navigate your next job interview with confidence.
References
Cialdini, R. B. (2007).Influence: The Psychology of Persuasion (Revised Edition). Harper Business.
Cialdini’s book is a foundational text in understanding principles like reciprocity, authority, and social proof, which are crucial in persuasive communication, including job interviews.
Judge, T. A., & Cable, D. M. (2004). The effect of physical height on workplace success and income: Preliminary test of a theoretical model. Journal of Applied Psychology, 89(3), 428-441.
This study explores how first impressions, including nonverbal cues like height, can influence perceptions of authority and competence in professional settings, such as job interviews.
Todorov, A., Mandisodza, A. N., Goren, A., & Hall, C. C. (2005). Inferences of competence from faces predict election outcomes. Science, 308(5728), 1623-1626.
Discusses how first impressions based on facial appearance can impact judgments of competence, relevant to the halo effect in interviews.
Guthrie, C., & Diekmann, K. A. (2007). Cognitive biases in negotiator judgment: An experimental study. Negotiation Journal, 23(2), 105-119.
Explores various cognitive biases, including anchoring and confirmation bias, which are applicable in interview settings when setting expectations and reinforcing positive perceptions.
Ekman, P., & Friesen, W. V. (1969). Nonverbal leakage and clues to deception. Psychiatry, 32(1), 88-106.
This classic study on nonverbal communication is useful for understanding how body language can reveal underlying emotions and intentions during interviews.
Goffman, E. (1959).The Presentation of Self in Everyday Life. Anchor Books.
Goffman’s work on impression management provides a theoretical foundation for understanding how individuals present themselves in social interactions, including job interviews.
Goleman, D. (1995).Emotional Intelligence: Why It Can Matter More Than IQ. Bantam Books.
Goleman’s book introduces the concept of emotional intelligence, which is key in managing one’s emotions and understanding others during high-stakes situations like job interviews.
Rafaeli, A., & Sutton, R. I. (1990). Busy stores and demanding customers: How do they affect the display of positive emotion? Academy of Management Journal, 33(3), 623-637.
This study explores how emotional displays can influence perceptions in professional settings, relevant to the discussion of self-regulation and empathy in interviews.
Kacmar, K. M., & Ferris, G. R. (1991). Perceptions of organizational politics scale (POPS): Development and construct validation. Educational and Psychological Measurement, 51(1), 193-205.
Explores the role of impression management in organizational contexts, providing insight into tactics like self-promotion and ingratiation during interviews.
Bargh, J. A., & Chartrand, T. L. (1999). The unbearable automaticity of being. American Psychologist, 54(7), 462-479.
Discusses the automatic nature of social behavior, including mirroring and other nonverbal communication strategies that can be employed in interviews.
Chris Delaney (2021) Book: What is your interview identity
Explains the structured job interview process, unconscious bias and how an interviewee can present the best version of themselves
Employers understand that job interviews are the critical component of the hiring process, serving as a key mechanism for employers to assess candidates’ suitability for a position.
The fact that no-one employer has found the perfect processing that results in the hiring of their first-choice candidate has led, over the years, to extensive research.
This research has been conducted to understand the intricacies of job interviews, from the structure and format to the biases and perceptions that can influence hiring outcomes.
We have collated the key points from a range of academic research on job interviews, providing hiring managers with the insights into how the major findings from scholarly articles can be optimized for better hiring decisions.
1. Introduction to Job Interviews
The Role of Job Interviews: Job interviews are designed to evaluate a candidate’s skills, experience, and cultural fit within an organisation.
The interview, 1-2-1, panel interview, or more recently video interview – the traditional question and answer job interview format, are used across various industries and at all job levels, for part or full time positions, and for low-level to high-level job roles.
Types of Job Interviews: Interviews can be structured (formal), semi-structured, or unstructured (informal).
Structured interviews, where each candidate is asked the same set of questions and scored against a pre-written scoring criteria, are often found to be more reliable and valid predictors of job performance compared to unstructured interviews.
2. Structured vs. Unstructured Interviews
Research on Structured Interviews:
A comprehensive review by Huffcutt and Arthur (1994) found that structured interviews are significantly more reliable than a unstructured recruitment process.
The structured interview reduces the variability in interviewers’ ratings and enhance the objectivity of the hiring process.
McDaniel et al. (1994) conducted a meta-analysis showing that structured interviews have higher predictive validity for job performance.
Advantages of Structured Interviews:
Consistency: All candidates are evaluated using the same criteria, often using as coring system, making the process fairer.
Reliability: Structured interviews provide consistent results over time.
Legal Defensibility: They are less likely to be challenged in court as they adhere to standardized procedures.
Inconsistency: Different interviewers may focus on different aspects of the candidate’s responses, leading to inconsistent evaluations.
3. Biases in Job Interviews
Gender and Racial Bias:
Research by Koch, D’Mello, and Sackett (2015) highlights the persistent issue of gender bias in interviews, where women are often rated lower than men for the same qualifications.
Studies on racial bias, such as those by Bertrand and Mullainathan (2004), demonstrate that candidates with ethnic-sounding names are less likely to receive callbacks for interviews, indicating a systemic bias in the hiring process.
Strategies to Mitigate Bias:
Structured Interviews: As previously mentioned, structured interviews help mitigate biases by standardizing questions and evaluation criteria.
Training: Interviewer training programs can raise awareness about unconscious biases and provide strategies to reduce their impact.
Blind Hiring: Removing identifiable information (e.g., names, gender) from applications can help ensure candidates are evaluated based on their qualifications alone.
4. Applicant Reactions to Interview Formats
Perceptions of Fairness:
Research by Bauer et al. (2001) shows that candidates perceive structured interviews as fairer and more job-related than unstructured interviews.
Fairness perceptions are crucial as they can influence a candidate’s willingness to accept a job offer and their overall view of the organization.
Candidate Experience:
Chapman and Zweig (2005) found that a positive interview experience can enhance a candidate’s attraction to the organization. This includes clear communication, respectful treatment, and timely feedback.
Impact on Diversity and Inclusion:
Structured interviews can support diversity and inclusion efforts by providing a level playing field for all candidates.
Studies like those by Ployhart and Holtz (2008) suggest that when properly implemented, structured interviews can help organizations build a more diverse workforce.
5. Behavioral and Situational Interviews
Behavioral Interviews:
Based on the premise that past behavior predicts future performance, behavioral interviews ask candidates to describe previous experiences related to job competencies.
Taylor and Small (2002) found that behavioral interviews are effective in predicting job performance and reducing biases.
Situational Interviews:
Situational interviews present candidates with hypothetical scenarios and ask how they would handle them.
Latham and Sue-Chan (1999) suggest that these interviews are particularly useful for assessing problem-solving skills and judgment.
Comparative Effectiveness:
A meta-analysis by Huffcutt, Conway, Roth, and Stone (2001) indicates that both behavioral and situational interviews have strong predictive validity, with slight differences depending on the job context and competencies being assessed.
6. Technological Advances in Job Interviews
Video Interviews:
The rise of video interview platforms has transformed the recruitment landscape. Research by Chapman and Webster (2003) highlights the convenience and cost-effectiveness of video interviews, though they may present challenges such as technical issues and reduced personal interaction.
Covid impacted the commonality use of video interviews which are now viewed as the norm.
AI and Automation:
AI-driven interview tools are increasingly being used to assess candidates’ responses and non-verbal cues.
Studies like those by Chamorro-Premuzic et al. (2016) emphasize the potential of AI to enhance objectivity, though ethical considerations and transparency are critical.
Virtual Reality (VR) Interviews:
Emerging technologies like VR are being explored for immersive interview experiences.
Slater and Sanchez-Vives (2016) suggest that VR can provide realistic job previews and assess candidates in simulated environments.
Conclusion
The familiar question and answer type Job interview remains a fundamental part of the hiring process, with ongoing research continually enhancing our understanding of best practices to support hiring managers to recruit the most suitable candidate.
Structured interviews, awareness of biases, positive candidate experiences, and technological innovations are key factors that contribute to more effective and equitable hiring decisions. By incorporating insights from scholarly research, organizations can improve their interview processes , leading to better hiring outcomes and a more diverse and competent workforce.
References
Bauer, T. N., Truxillo, D. M., Paronto, M. E., Weekley, J. A., & Campion, M. A. (2001). Applicant reactions to different selection procedures: Are applicants more favorable to face-to-face interviews?
Bertrand, M., & Mullainathan, S. (2004). Are Emily and Greg more employable than Lakisha and Jamal? A field experiment on labor market discrimination.
Chapman, D. S., & Zweig, D. I. (2005). Developing a nomological network for interview structure: Antecedents and consequences of the structured selection interview.
Huffcutt, A. I., & Arthur, W. Jr. (1994). Hunter and Hunter (1984) revisited: Interview validity for entry-level jobs.
McDaniel, M. A., Whetzel, D. L., Schmidt, F. L., & Maurer, S. D. (1994). The validity of employment interviews: A comprehensive review and meta-analysis.
Taylor, P. J., & Small, B. (2002). Asking applicants what they would do versus what they did do: A meta-analytic comparison of situational and past behavior employment interview questions.
Koch, A. J., D’Mello, S. D., & Sackett, P. R. (2015). A meta-analysis of gender stereotypes and bias in experimental simulations of employment decision making.
Chris Delaney (2021) Book: What is your interview identity
The wrong hiring decision can cost an organisation, not only financially – A study conducted by the Society for Human Resources Management (SHRM), found that is can cost up to five times a bad hire’s annual salary, but also productively: Research into the positive and negative effects of recruitment at the National Business Research Institute (NBRI) found that 37% of bad hires affected employee morale and 18% of employers found that a bad hire had a direct negative impact on client relationships
The number one reason for bad hiring practices is an employer’s job interview process. This includes a lack of due diligence, interviewers’ assumptions and unconscious biases, and, offering roles based on the applicant’s personality (the nice person) rather than the interviewee’s competences.
Tweaking the interview process is easy to implement and will have a positive impact on future hires.
These 5 job interview steps will help you make the best hire.
Implement a structured job interview
Much research proves how a structured job interview over an informal job interview improves the rate of a positive hire.
A structured job interview is the process of asking job interview questions that have a direct relevance to the job role – this sounds obvious, but during an informal job interview it is easy for the conversation (which is unplanned and more free-flowing) to go off on a tangent.
Each job applicant is asked the same, on average 8-10, job interview questions.
All questions are marked on a pre-agreed grading system. Each grade will have a list of criteria the interviewee must cover during their interview answer to receive a particular score.
This logical approach results in the highest-scoring person being offered the job role.
Have multiple interview rounds (for higher-paid roles)
Commonly, an interview panel (2-3 interviewers) conduct the job interview. The idea behind this practice is designed to create a fair process, as each interviewer individually scores each applicant, before comparing scores.
One issue with the interview panel is that people will often alter their allocated scores based on what the (natural) group leader decides. In short, humans make judgements based on what they believe other people want to hear. Psychologically, people never want to be seen by others as doing something ‘wrong’ even a personal judgment.
Multiple interview rounds delivered by different hiring managers, especially for senior roles and high-paid positions, result in a better hire – a better higher is the applicant’s actually ability to perform well once employed. This is due to similar questions being asked in several structured job interviews (and often one informal job interview and/or assessment round) by various professionals who can review interview answers from different perspectives.
Spread interviews out
Most organisations during the recruitment window will offer interviews to candidates over the short period of 1-2 days. On average 8 people are offered job interviews for every advertised position, with each interview lasting around 45-60 mins. This back-to-back recruitment practice is tiring for the interview panel, which can negatively affect the decision-making process.
The solution is to have one, or maybe two interviews scheduled a day with flexibility between interviewees to allow, if needed, an interview to run over. Asking additional questions to gather more information and details, rather than sticking strictly to the initial set of questions can ‘open up’ an applicant allowing the interview panel to more easily predicted that persons job performance, and fit within the team.
Asking ‘what was your role in that example?’ or ‘ how did you come to that solution?’ or ‘what mistakes did you make before you were successful?’ to a pre-set interview question gathers more intelligence.
Give a task
They say a picture paints a thousand words. But if you talk the talk can you walk the walk?
For many job roles, a key part of the required task will be a particular action; from writing risk assessments to completing calculations, from problem-solving to selling, from cooking to code-breaking. If the main task is something that can be tested, test it.
Set the task in real conditions, using a task the applicant would be doing once employed, and check their ability to complete the required job duties.
Think about the team culture
A new hire can make or break an existing team. Hiring a new employee can add some spice to the team, creating a new energy, new motivation, and a new purpose. Famously the difference between Steve Jobs being rehired at Apple compare to the period when Jobs wasn’t employed was the difference in why we still view Apple products as a consumer favorite.
One of the interview stages must be questions to review the employee’s temperament and to match that to the team culture. Team culture interview questions can include:
Are you a goal or problem-orientated person?
Do you work better within a team or on your own?
What motivates you the most, starting or finishing a task?
What’s the most important thing to you in a job?
How do you describe your role within a team?
Recruitment has changed over the past 10 years, career professionals are more likely to quit than to work in a job they dislike, many employees job-hop every 3-5 years, and first-choice hires will decline not only job offers but job interviews if they deem them not worthy. The job interview itself is one of the ways an applicant will decide of they are likely to take an offered role. As well as having to balance the design of the recruitment process to be seen as a good hire, employers must think about an interview process that ensures they hire an individual that will not only fit within their existing team but that will add value to the organisation.
The 5 step interview process
Implementing the 5 simple interview steps; a structured multiple-round job interview, within team, and job-directed questions over a period of time allows an employer the time and space to recruit someone worthy of their advertised salary.
In a job interview, positive body language complements verbal communication and significantly impacts how you are perceived by interviewers.
Demonstrating confidence, professionalism, active engagement, and genuine interest through your non-verbal cues can leave a lasting impression and differentiate you from other candidates.
Remember to maintain eye contact, use appropriate hand gestures, and be mindful of your posture throughout the interview. A warm and genuine smile can convey enthusiasm and likability. By mastering positive body language, you enhance your chances of success in job interviews and project yourself as the ideal candidate for the role.
The free 6-part online job interview course will help you gain the skills and knowledge to be successful in the recruitment process.
Each module is designed to build upon the last, increasing your likelihood of gaining more job offers. The course has been designed and created by Author and Interview Coach Chris Delaney.
The course will help you to pass more job interviews and make you more confident at ‘selling’ yourself
Become skilled at communicating your competencies confidently – this creates a higher score on the interview scorecard increasing the number of job offers you can receive
Learn how to relax before a job interview, giving you the confidence to share your knowledge and expertise during the recruitment process – be the best version of yourself in the job interview
Gain the knowledge to sell yourself. We will share interview answer structures, rapport-building techniques and explain what the employer wants to hear during the job interview – you will learn the psychology of the interview process
The course will ignore the basic advice that can be found on a million websites; research the company, prepare for the interview, and have a good night’s sleep. Instead, the course curriculum is based on the findings from a number of job interview academic research papers and psychology findings, to help the savvy interviewee to stand out from the crowd.
The three rules for a successful job interview outcome are:
Identify the job criteria
Be a self-promoter
Communicate with confidence
A published author, job interview trainer, and interview coach, Chris Delaney, will share his 20 years of experience to help you improve your job interview performance. Chris Delaney specialises in advanced job interview techniques, and as a hypnotherapist, helps clients overcome their job interview fears and anxiety.
Identify the job criteria
Learn how to predict the job interview questions
Learn how to structure any interview answer
Learn how to take advantage of the structured job interview
Be a self-promoter
Learn how language can impact the interview outcome
Learn how the interviewer perceives you – take the interview identity test
Learn how to sell yourself with each interview answer
Communicate with confidence
Overcome interview anxiety quickly
Increase communication confidence in face-to-face and virtual job interviews
Build rapport with interviewers to increase likeability
Chris will share research on the job interview process and explain the hidden psychology in play that neither the applicant nor the interviewer is aware of, and how you can use this knowledge to your advantage.
Understand:
How unconscious bias affects the interview scorecard
What ‘what is beautiful is good’ bias is and how to use positive generalisations for your benefit
Why a structured interview is better placed to predict job performance than an unstructured job interview and how to win in a structured interview recruitment process
The ideal way to use this course is to watch each video in order, one video per week. The duration between the course modules allows students to practice the techniques described within the course helping the participant to increase their job interview skill set.
Module 1 – What Creates a Successful Job Interview Outcome?
Learn about the structure of a job interview, what makes a high-scoring interview answer, and the three rules for a successful job interview.
The module will also teach you how to speak more confidently, especially during a job interview presentation.
Module 2 – Unconcious Bias
Learn how unconscious bias affects all job interviews, the common types of biases within recruitment, and the power of a positive bias.
Module 3 – Understanding the Interviewer’s Behavior
Learn how the interviewer’s behavior affects the applicant’s interview, how an alfa interviewer needs winning over, and the power of a self-fulfilling prophecy
Module 4 – What Is Your Interview Identity?
Learn how an interview panel views the applicant (their interview identity) based on your perceived knowledge and confidence during the job interview.
Module 5 – Improve Your Interview Identity
Learn how to improve your interview identity, how to overcome anxiety when speaking in public, and what you can do to improve your level of job interview confidence
Module 6 – Interview Questions and Answers
Learn what type of interview questions you will be asked during the job interview, how to predict the job interview questions, and how to sell yourself throughout the job interview.
Also, learn what makes a high-scoring job interview answer that will result in more job offers.
The ‘what is your interview identity’ book is available from Amazon:
A job interview is a crucial opportunity to showcase the required skills, experiences, and personality traits, that meet the requirements of the job criteria, to a potential employer.
While verbal communication (including words, volume, and tonality) plays a significant role in landing a job offer, it is essential not to overlook the power of non-verbal cues, particularly body language.
Body language refers to gestures, facial expressions, and physical cues displayed by an individual – stance, how you hold your head, and the position you take when sitting in a chair.
Positive (or open) body language can enhance your chances of success in a job interview by conveying confidence, professionalism, and a genuine interest in the role. This is because an interviewee who feels confident will express their confidence levels in their body language.
At the subconscious level, the interviewer will believe the applicant is relaxed, open, approachable, and confident. Positive and open body language creates rapport and trust, and tells the recruiter that the individual in front of them is suitable for the role.
In turn, the interview panel, through the candidate’s non-verbal ques also feels at ease during the interview process, which leads to individual interviewers asking more follow-up questions and scoring interview answers high due to the positive outcome of the halo effect.
The Impact of Body Language in Job Interviews
The key to positive interview body language is creating the impression of a confident and competent potential employee.
Ideally, the two Cs impression – confidence and competence should be natural. After all, the recruitment process is about asking the applicant questions about their own experiences and their knowledge.
In reality, most job hunters create an ‘all or nothing’ scenario – ‘if I don’t pass the job interview my life is over!!!!’ creating excessive levels of stress which leads to memory loss, short stumbling answers, and an increase in filler words and self-disclosed weaknesses.
Research from Amy Cuddy, a social psychologist and professor at Harvard University, who became famous for giving a Ted Talk on ‘your body language may shape who you are’ shows how body language links to hormone levels and our emotional reactions.
When body language is open, testosterone (dominance hormone) goes up, and cortisol (stress hormone) reduces.
Stress, naturally, makes people close up – making ourselves look smaller. Job applicants see this all the time in the job interview waiting room, with nervous candidates crossing their arms, tucking their feet under the chair, head down, and touching the neck or face. These stress-related gestures cause our testosterone to decrease and cortisol levels to rise.
Amy also found that standing in a positive and confident stance, even for a few minutes, can boost feelings of confidence, and might have an impact on our chances for success.
The confident stance technique also works when standing in a posture of confidence, even when you don’t feel confident.
Conveying Confidence and Professionalism
Positive body language exudes confidence and professionalism, two traits highly valued by employers.
More important, is how the non-verbal confident body language improves verbal communication.
The research undertaken by Amy found that after just a few minutes of holding a power postures (such as standing tall with your feet apart, chest open, and hands on your hips) people feel more confident and are more likely to act bolder than they would when stood within a stress posture.
In short, the body (stand confident) can influence the mind (feel confident), just as the mind (feel anxious) can influence the body (stress posture).
A firm handshake, maintaining eye contact, and sitting up straight signal that you are self-assured and capable. This can make a strong first impression and instill trust in your abilities.
Active Listening and Engagement
Active listening during a job interview is crucial to demonstrate your interest in the conversation, and therefore the job role.
Nodding occasionally, leaning slightly forward, and providing attentive facial expressions indicate that an applicant is actively processing the information being shared.
Confident individuals listen naturally, whereas a nervous job applicant worries about how they will be viewed, instead of active listening, will go inside themselves to think about a potential answer.
In any conversation, a person with high self-esteem will listen, think, and then speak. This is an external focus, compared to the internal focus of a stressed individual.
Listening, thinking, and speaking, create natural pauses during the two-way conversation. Again, the pauses created by a confident communicator signal confidence to the individuals on the interview panel.
Active Listening Creates Rapport
Listening is a key part of communication. Confident communication builds rapport, and rapport creates trust.
One way to check that an employer has favored an applicant is by observing both the applicant’s and the interviewer’s body language.
If the interviewer naturally starts to mimick the interviewee’s gestures (subtly mimicking their posture or hand movements) this is a sign that a strong rapport has been created.
Purposely mirroring the interviewer’s body language can also build rapport as the mirroring of movements creates a sense of familiarity and likability, fostering a positive impression.
In the main, body language should reflect the applicant’s enthusiasm for the job role. Using hand gestures to express your points, maintaining a warm and approachable facial expression, and leaning in when discussing exciting aspects of the role can highlight your genuine interest.
Someone with a real passion for the sector and job role will smile more; A warm and genuine smile can work wonders in a job interview and create a positive and memorable experience. Research has found that smiling conveys a positive attitude, approachability, and likeability. It helps build rapport with the interviewer
In a job interview, positive body language complements verbal communication and significantly impacts how you are perceived by interviewers.
Demonstrating confidence, professionalism, active engagement, and genuine interest through your non-verbal cues can leave a lasting impression and differentiate you from other candidates.
Remember to maintain eye contact, use appropriate hand gestures, and be mindful of your posture throughout the interview. A warm and genuine smile can convey enthusiasm and likability. By mastering positive body language, you enhance your chances of success in job interviews and project yourself as the ideal candidate for the role.
