Understanding applicant behavior in employment interviews: A theoretical model of interviewee performance

The purpose of this article is to present a theoretical model of interviewee performance in selection interviews. Our model positions the construct of interviewee performance as a central mediating variable between candidate attributes and interviewer ratings. The model includes six sets of factors that may influence interviewee performance, interviewer ratings, or both (e.g., interviewer–interviewee dynamics). This model promotes a fundamental shift in the way we think about employment interviews, from a focus on interviewer ratings to a focus on interviewee performance. Factors like culture and interview specific self-efficacy, while receiving little attention in current literature, take on greater significance when viewed through the lens of interviewee performance. A number of avenues for future research are developed and presented, which we hope will encourage future research in this area.

Research highlights
► Research has focused on interviewer ratings, which overlooks many complex dynamics.
► Interviewee performance is a mediating variable between attributes and ratings.
► Interviewee performance factors have received little attention, such as culture.
► A performance focus makes it easier to understand interview design considerations.
► A fundamental shift in the way we think about employment interviews is promoted.