The purpose of this research was to determine if there were relationships between four interviewer-centric variables and the level of interview structure interviewers applied to their interviews. The survey was designed to elicit individual respondent behaviors and attitudes related to these four variables, as well as ascertain the level of structure they employed. The four independent variables were: the desire on behalf of interviewers for flexibility; the perceived importance of interviewer training; the self-confidence of interviewers in their own skills; and the amount of training respondents had received. The dependent variable was the level of interview structure. Selected scales in the survey were designed to determine level of structure as defined in the research literature. The survey instrument was a Likert-type five-point electronic questionnaire, and participation was invited from over 2000 human resource practitioners across Canada, with the final completed surveys comprising 230 respondents (test power = .999). Results of multiple regression analysis indicated that desire for flexibility (p=.000) and perceived importance of training (p=.000) were statistically significant with a negative (inverse) relationship to structure. Interviewer self-confidence (p=.151) was not statistically significant and had no measurable impact on structure. For amount of interviewer training, post hoc tests indicated interviewers with the largest amount of training (75+ hours) were significantly (p=.014) more in favor of structured interviews than were those with much lower levels of training. Therefore, the first, second, and fourth null hypotheses were rejected, and the third null hypothesis was retained. Implications are that some interviewer-centric factors do have an effect on interview structure. Recommendations include further study of factors that may impact employment interview structure.
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