Let's be Clear: The Effects of Interview Transparency on Applicant Reactions
Silva, Kimberly T.
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Transparency is an emerging component of the structured interview yet to be thoroughly explored in existing literature. This study aimed to uncover both potential positive and negative aspects of interview transparency as it relates to applicant reactions and behaviors. The conceptual model was grounded on signaling theory whereby an interview structural component signals favorable characteristics about the organization. I hypothesized that transparency would increase applicants’ perceptions of procedural justice, informational justice, and organizational attractiveness. Further, I predicted transparency would affect perceptions of organizational attractiveness indirectly through perceptions of procedural and informational justice. Drawing on a model of faking behavior, I proposed transparency would also increase applicants’ likelihood to fabricate information and create an untrue self-image during their interview. A sample of 82 participants completed an online, asynchronous interview, questionnaire, and accurately identified their manipulation group. Results indicated no statistical relationships between transparency, organizational attractiveness, the justice factors, nor faking behaviors. Procedural justice had a non-significant relationship with organizational attractiveness, however, informational justice positively related to organizational attractiveness after controlling for perceptions of interview difficulty and performance. The results are reviewed in terms of their practical use and implications for future research.