Although about 50% of the population is introverted, studies show that 96% of leaders and managers are extroverted. One explanation for this could be that initial impressions of candidates in structured interviews are highly predictive of the overall interview score. It has been shown that of the Big 5 personality traits, candidate extroversion is most strongly related to the initial impression of interviewers. However, there is a lack of empirical evidence that tests the personality traits of interviewers and contributes insight to the hiring decision. This thesis reduces this gap by testing the effect of the personality traits of the interviewer. I examine the relationship between personality scores and likeliness to offer a second interview to an extroverted candidate relative to an introverted candidate. In addition, this thesis creates new knowledge about whether or not there is an associate between the Extrovert Ideal of interviewers and interview outcomes. This thesis conducts an experiment and uses regression analysis to evaluate these relationships. It was found that the personality difference between candidate and interviewer as it relates to extroversion yielded a small negative relationship with interview success. Additionally, having a preference towards extroverted traits, such as Charisma, Energy, and Public Speaking were not found to increase the likelihood of higher interview scores for extroverted candidates. However, it was found that the overall similarity between interviewer and candidate had a positive impact on interview outcomes.
This research was supported by the Undergraduate Research Opportunities Program (UROP).
Birds of a Feather Flock Together: Effect of Extroversion in the Interview.
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