Rater error bias training in the employment interview and racioethnicity biased perceptions

Abstract

Interviewer training in general is an important area of research that has great research potential, since selecting and hiring the most qualified employees is at the root of effective organizations. This study utilizes regression analysis to examine a rater error bias interviewer training program as a tool for reducing Hispanic racioethnicity biased perceptions in the employment interview. The interviewer training manipulation used in this research was not effective, and one potential reason is the duration of the training program. Although training did not directly influence the interviewer’s perceptions of applicant characteristics, training was significantly correlated with prejudice. Specifically, training was associated with a decrease in prejudice against Hispanics (r = -.20, p < .01). Efforts at training employees to rate applicants based on qualifications and social skills and not irrelevant individual differences should continue. Interviewer training such as rater error bias training has the potential to greatly improve the effectiveness of the interviewer decision making process. Suggestions for future interviewer training research are provided.