to do well in interviews, this seems to be largely because they give untrue responses and because they want to control interpersonal interactions. This is not meant to be a complete explanation of employment law or should it be construed as legal advice. Industrial Engineer, 42(8 34-39. Personnel Assessment and Decisions, 2, 12-20. Fletch, 1990 Levashina,.; Campion,. "Identification and meta-analytic assessment of psychological constructs measured in employment interviews". Thirdly, faking might also be aimed at protecting the applicants image. 202 203 Interviewers appear concerned that pregnant applicants are more likely than non-pregnant applicants to miss work and even quit.
Applicants can be surprised by questions interviewers ask them that are not appropriate or consistent with their own cultures. A b Dipboye,. General questions are viewed more positively than situational or behavioral questions 154 and 'puzzle' interview questions may be perceived as negative being perceived unrelated to the job, unfair, or unclear how to answer. Canadian Psychology, 40, 5667. There are also no directions put in place regarding how the interviewer and the interviewee should interact before, during, or after the interview. Background questions include a focus on work experience, education, and other qualifications. Thus, when an applicant performs well in an interview due to higher general mental abilities or better social skills, it is not necessarily undesirable, because they may also perform better when they are faced with situations on the job in which those skills would.