The Structured Interview: Reducing Biases Toward Job Applicants with Physical Disabilities

Authors

Ellyn Brecher, College of New Jersey
Jennifer Bragger, Montclair State UniversityFollow
Eugene Kutcher, Montclair State University

Document Type

Article

Publication Date

9-1-2006

Journal / Book Title

Employee Responsibilities and Rights Journal

Abstract

Research shows that the traditional job interview is a poor indication of a candidate's potential. However, when employers structure the interview process, they are more effective at predicting success, forming consistent evaluations, and reducing discrimination. The current study tested whether the structured interview also serves to reduce biases involved in interviewing applicants who have a physical disability. In the non-structured interview, results showed that there was a leniency bias, where raters evaluated disabled candidates more positively than equally qualified non-disabled candidates. Structured interviews reduced this effect. These findings add to the support for the structured interview as a way of increasing fairness in employee selection.

DOI

10.1007/s10672-006-9014-y

MSU Digital Commons Citation

Brecher, Ellyn; Bragger, Jennifer; and Kutcher, Eugene, "The Structured Interview: Reducing Biases Toward Job Applicants with Physical Disabilities" (2006). Department of Psychology Faculty Scholarship and Creative Works. 536.
https://digitalcommons.montclair.edu/psychology-facpubs/536

Published Citation

Brecher, E., Bragger, J., & Kutcher, E. (2006). The structured interview: Reducing biases toward job applicants with physical disabilities. Employee Responsibilities and Rights Journal, 18(3), 155-170.