In response to a highly competitive business environment, organizations need to use effective selection tools to identify potential talented employees. High structured interviews (HSIs) have been shown to have high criterion-related validity and reliability but remain much less popular than low structured interviews (LSIs). As the issue of interviewer reaction toward HSI remains largely unexamined, this study intends to examine how interviewer-related factors (cognitive style and needs for power) and situational factors (job complexity and organizational interview norms) jointly influence interviewer reactions toward HSI. Using a sample of 292 interviewers from 33 firms in Taiwan, we found that analytic interviewers and those who worked in firms with higher organizational interview norms reacted more positively toward HSI. Furthermore, analytic interviewers reacted more positively toward HSI for interview positions with higher job complexity. Unexpectedly, in organizations with higher interview norms, interviewers' needs for power were positively related to their reactions toward HSI. Practically, our findings shed light on ways in which organizations could increase interviewers' willingness to conduct HSI so as to ensure the greatest potential of HSI in the process of personnel selection.
International Journal of Human Resource Management, 19, 1056-1071