A Study On Relationship Between Resume And Interview Evaluation Of College Support Tutor Job Applicant In Recruiting

Interview, due to its flexibility and efficiency in use, is widely used in personnel selection and recruitment of college support tutor Job .College recruiters in several universities evaluated applicants by reviewing applicant's resume, and then by a face-to-face interview. Consequently, student always have focused much more on the appearance and design of resume. Some questions are raised: Whether resume does affect interview evaluation? If this impact does exist, how resume affect the way interviewers evaluate employment interviews. Unfortunately, few studies conducted have examined the relationships between preinterview evaluation based on resume of an applicant's qualifications and postinterview evaluation of the applicant. The research of interview lays emphasis primarily now on how interviewers handle and assess the applicant during the interview and how applicants action in the interview. So, the present research is concerned with the preinterview evaluation that college recruiters base on applicants'resumes and the impact of these evaluation on their attempts to assess and recruit applicants in the interview.The study is conducted in three phases. Phase 1 involved constructing resumes and manipulating evaluation of applicant suitability by having subjects review application resume, and generating the questions they planned to use in an interview, prior to the real interview. Phase 2 is the experiment that involved having subjects randomly sent to different experimental design (positive or negative preinterview evaluation) and independently rating applicant's qualifications for the job after viewing DVD interview. Phase 3 involved having subjects mailed his or her own Interview Questionnaire to researcher. And researcher compiled the104 questions generated and had them rated by student subjects for the extent to which each sought positive (negative) information.Thirteen recruiters who take charge selecting college support tutor voluntarily participated in the study and provided 104 data about interviews evaluation. Recruiters are 54% male and ranged in experience from 3 to 15, with a mean experience of 6.5 years. Eight master subjects who will graduate in 2007 participated in screening DVD interview. A total of 15 student subjects, rating the freely generated questions for the degree to which they are positive (negative), are used in the three phases of this study. SPSS Windows for 11.5 is used to analyze the data.This study suggests preinterview evaluation are positively related to postinterview evaluation and decision and interview scoring, and interviewers' experience moderate this relationship. People tend to seek information about others to confirm preinterview beliefs. Several other predictions are supported. Interviewers with negative preinterview impressions are less likely to show revisions in their preinterview evaluations than those with positive preinterview impressions. The more favorably interviewers evaluate an applicant's qualifications for a job before an interview, the more time they will spend in the interview with the applicant.The present study used a free question generation methodology, rather than the previously used experimenter-provided list of questions, to assess the effects of preinterview evaluation on questioning strategies. Results indicated that recruiters adopted confirmatory questioning strategies in that they planned to ask a significantly greater number of questions seeking negative information of low-suitability applicants than of high-suitability applicants. This research also has found evidence for the hypothesis that both men and women try to ask more positive questions when planning to interview applicants of the opposite sex. In all, interviewers ask more positive questions than negative questions.Research indicates that Raters' Consistency above0.90 in Structured Personnel Interview is relatively high. The raters' consistency is influenced by the performance of applicant during interviewing and Scores of dimension ,as well as applicant's experience. Potential explanations for these effects are discussed.Finally, it is advised that accuracy and efficiency of interviews can be easily enhanced by using some of the many possible components of structure, and the improvement of this popular selection procedure should be a high priority for future research and practice.