The Influence Mechanism Of Stereotype On The Interviewer's Rating Effectiveness

Stereotypes have played an important role in the field of interview research for a long time,and have been considered to be a cause why the reliability and validity of interviews have been questioned.Interviewers' stereotype will affect the entire rating process and decision-making.Based on this,this study aims at examiners' stereotype,and adopts the eye movement experiment method to explore the influence mechanism of the examiners' stereotype on the validity of the rating,and further analyzes the influence process of the stereotype impression on the examiners' decision.This study constructs a simulated interview for finding a travel champion,allowing participants to rate and make decisions by viewing the photo and listening to the audiotape of the target.The experiment adopts a single factor between-subject design(positive/neutral/negative stereotype learning materials),and subjects are allowed to read different materials through a counterbalanced design.In this study,the eye-tracking equipment is used to record the visual gaze of the subjects during the entire interview,and the eye movement data of the subjects are collected.In addition,the behavioral responses of the subjects and questionnaire survey data were collected and analyzed by analysis of variance,regression analysis.Statistical methods are used to process data for validating research hypotheses and theoretical model.The following conclusions are drawn from the study:(1)Compared with the condition of neutral stereotypes,the examiners with positive stereotype have more visual attention,and negative stereotype followed.(2)Stereotype(positive/neutral)influences the examiners' rating leniency through visual attention and overall impression's mediation effect;this mediating mechanism doesn't exist in negative stereotype condition.(3)The examiners' memory positively influences the examiners' rating accuracy.(4)Compared with examiners who hold a neutral stereotype,examiners with positive stereotypes believe that examinees are less likely to make negative behaviors in enthusiasm dimensions,while examiners holding negative stereotypes are contrary.(5)Compared with the neutral stereotype,the examiners with positive stereotypes tend to make choices of “yes”,while those with negative stereotypes tend not to choose.(6)The response of the examiner to the classification judgment under the positive stereotype is the shortest;the neutral stereotype is the second;the negative stereotype is the longest.The above conclusions can provide suggestions for the selection and training methods,the interview process and elementdesign for interview examiners in the field of human resource management,which can improve the efficiency and quality of the interview.