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This report explores how 1:1 semi‐structured interviews were conducted and adapted to gain views from pupils with moderate and severe learning difficulties. The report conveys how interview questions were structured, scaffolded and integrated with multi‐sensory activities to support pupils' confidence and ability to respond. By providing these additional supports, giving pupils sufficient time to respond and working with an interviewer who could support their communication needs we were able to capture authentic and reliable views from pupils with moderate and severe special educational needs (SEN). [ABSTRACT FROM AUTHOR]

Research on investigative interviewing tends to focus on a limited number of interview methods employed during an interview in pursuit of a singular outcome. The present study took an expansive view of the techniques used, questions asked and interviewer disposition, and related them to three interview goals—overcoming resistance, gathering information and eliciting confessions. Drawing upon theory and prior research, we hypothesised that certain methods would be more relevant to certain outcomes than others, such as question types would have a greater effect on information gain than techniques or interviewer disposition. Using a sample of 43 suspect interviews provided by the Las Vegas Metropolitan Police Department (LVMPD), we found partial support for our hypotheses. Rapport‐based approaches and a respectful disposition reduced resistance, open‐ended questions elicited more information than closed‐ended ones and in the final model, only open‐ended questions increased confessions. Implications for research and practice are discussed. [ABSTRACT FROM AUTHOR]

The current study examines the riskiest forms and sources of potential bias in the employment interview. A mixed methods survey focused on interviewers' attention to various potentially biasing applicant characteristics, how interviewers learn about such characteristics, the traits of interviewers who are sensitive to such characteristics, and how knowledge of such characteristics affects interviewers' opinions of applicants. Participants were 680 professional interviewers from the U.S., U.K., and Canada. High risks of bias were associated with six applicant characteristics (as targets of bias), three interviewer characteristics (as predisposing toward bias), and three sources of information in the interview process. Interviewers commonly rationalized their judgments in job‐relevant terms. These results have implications for understanding and limiting the risk of common selection biases. Practitioner points: Six applicant characteristics were identified that most affected interviewer opinions.Interviewers usually learned such information from appropriate and often unavoidable channels.Disagreeable, socially dominant, and young interviewers were more swayed by biasing information.Interviewers rationalized potential biases in ostensibly job‐relevant language. [ABSTRACT FROM AUTHOR]

Relational theories of human development explain how stereotypes and their underlying ideologies thwart social connections that are fundamental for individuals to thrive, especially in early adolescence. Intervention research to address this crisis of connection is still emergent and active listening is one promising strategy to this end; however, its efficacy has not been examined in part because no validated measures of active listening for this population exist. This validation study is the first to examine whether the behavioral dimensions of one form of active listening can be captured using a coding scheme to assess adolescents' engagement in a live interviewing task (N = 293). Importantly, the measure was developed within the context of a theory‐driven intervention to train adolescents in transformative curiosity and listening to enhance connection. Findings indicate that two dimensions underlie the measure as hypothesized, open‐ended questions and follow‐up questions, with acceptable internal consistency. The measure is sensitive to change in adolescents' questioning skills before and after the intervention. Further, asking follow‐up questions was positively related to empathy and also predicted a respondent's perception of their interviewer as a good listener. The effect for asking open‐ended questions was moderated by dyad‐level tendencies to elicit disclosure from others. The current measure not only examines question asking as a more nuanced behavioral dimension of active listening than previous measures, it is also the first to do so among a sample of early adolescents. The measure will be useful in assessing active listening interventions' efficacy to address the crisis of connection. [ABSTRACT FROM AUTHOR]

Job interviews involve an exchange of information between interviewers and applicants to assess fit from each side. But current frameworks on interviewers' job previews and applicants' self‐presentation do not completely capture these exchange processes. Using a grounded theory approach, we developed a theoretical model that spans both literatures by showing the complex relationships between job previews and self‐presentation in the interview. Our study also introduces a new way of categorizing applicant self‐presentation and reveals why interviewers and applicants choose to use certain strategies. Based on 43 qualitative interviews with applicants and interviewers, we identified five dominant applicant self‐presentation responses to job preview information: Receding from the Application Process, Reciprocating Reality, Exploiting the RJP, Resisting in Defiance, and Reciprocating Illusion. Furthermore, we found that applicants present many versions of themselves that not only include their actual, favorable, and ought self but also their anticipated‐future self. We also identify interviewers' and applicants' conflicting motives for presenting reality and illusion. Our work provides a deeper understanding of job previews and self‐presentation by providing a big‐picture, yet fine‐grained examination of the communication processes from the viewpoint of the applicant and the interviewer, illustrating implications for both parties and proposing new avenues for research. [ABSTRACT FROM AUTHOR]

When forensic interviewers reject children's "Don't know" responses, either by repeating questions or pressuring the children to provide different responses, children may change their subsequent responses. The primary objective of the current study was to examine interviewer reactions following preschool‐aged alleged abuse victims' "Don't know" responses in 114 forensic interviews and the children's responses to these rejections. Interviewer reactions were dichotomously coded as either interviewer acceptance (i.e., transitioning to the next logical question or formulating questions focusing on previously mentioned details) or interviewer rejection (i.e., repeating questions or making negative remarks about recall ability). The results showed that the interviewers accepted the children's "Don't know" responses 75.3% of the time and rejected them 24.7% of the time. When interviewers rejected the children's "Don't know" responses, 75.9% of the subsequent responses contradicted the children's initial responses. These results suggest that interviewer rejections following preschool‐aged children's "Don't know" responses may be suggestive. [ABSTRACT FROM AUTHOR]

Skilled investigative interviewing is critical to ensuring that credible witness accounts are gathered in criminal investigations. The current study aimed to determine whether instructions to avoid suggestive questions and pre‐interview knowledge influence both the quality of an interviewer's questioning strategy and the interviewer's memory for the witness' account after a 1‐week delay in a laboratory study using lay student interviewers and witnesses. Results indicated that access to case details prior to the interview did not significantly influence the type or quality of questions asked within the interview itself but significantly influenced interviewers' memories for their interview 1 week later. Those who were blind to case information at the time of the interview had more accurate memories of their witness interviews than those who were correctly or incorrectly pre‐informed. Instructions to avoid suggestive questions served to reduce suggestive questions, regardless of pre‐interview knowledge. Taken together, these findings suggest that pre‐interview preparation may influence investigative outcomes beyond the interview context and traditional measures of witness accuracy. [ABSTRACT FROM AUTHOR]

In this, the second iteration of our continuing 'Harbingers of Change' project, over 160 early career researchers (ECRs) from eight countries were questioned about their scholarly communications. Three repeat in‐depth interviews were conducted over 2 years of the pandemic to chart changes in attitude and behaviour. This paper provides interview findings (and an extensive literature review) regarding the role played by social media platforms. It was prompted by an initial review of the data that highlighted significant changes in the attitudes and behaviour of Malaysian ECRs, especially in respect to WhatsApp. Data were provided from several open‐ended interview questions about social media, a few interviewer prompts for individual platform names, and, indirectly, from 'mentions' of individual platforms in answers to a range of questions about scholarly communications. Findings were: (1) 15 platforms were mentioned in respect to a range of scholarly activities, most notably visibility and reach; (2) Twitter (now X) was the most mentioned, by half the ECRs; (3) 'churn' is a notable observation, with large gains and losses in mentions occurring between interviews; (4) large differences between countries, with Malaysian ECRs very much leading on the adoption of social media and largely responsible for the rise of WhatsApp, French ECRs showing little interest, and China a different space where WeChat reigns supreme and foreign platforms are blocked. [ABSTRACT FROM AUTHOR]

Asynchronous video interviews (AVIs) have become a popular alternative to face‐to‐face interviews for screening or selecting job applicants, in part because of their increased flexibility and lower costs. However, AVIs are often described as anxiety‐provoking or associated with negative applicant reactions. Building on theories of media richness and social presence, we explore if increasing the media richness of AVIs, by replacing "default" text‐based introductions and written questions with video‐based ones, can positively influence interviewees' experience. In an experimental study with 151 interviewees (Mage = 28.08, 56% female) completing a mock interview, we examine the (direct and indirect) impact of media richness on perceived social presence, interview anxiety, use of honest and deceptive impression management (IM) tactics, and ultimately interview performance. Results showed that media richer AVIs help increase interviewees perceived social presence and improve their interview performance. Higher perceived social presence was also associated with lower interview anxiety and facilitated using IM (especially other‐focused tactics). Our findings highlight that there might be ways for organizations to embrace the practical benefits of AVIs while still ensuring a positive experience for interviewees. Practitioner points: Most asynchronous video interviews (AVIs) being used by professionals are text‐based.Media‐richness can enhance the interviewees' experience in AVIs.Media‐rich AVIs can enhance social presence, facilitate IM use, decrease applicants' anxiety, and help with interview performance.Adding informal low‐cost videos to AVIs has the same positive effects as adding expensive professionally recorded videos. [ABSTRACT FROM AUTHOR]

Background: Previous research has highlighted the potentially detrimental effects of pre‐interview preparation on witness memory within an interview context (Rivard et al., 2016). The present study examined the effect of an interviewer's pre‐interview knowledge on eyewitness memory beyond the initial interview. Method: Student witnesses were interviewed one week after viewing a mock crime event by a student interviewer who was either correctly informed, incorrectly informed, or uninformed (blind) to case details and who was either told to avoid suggestions or was not given cautionary instructions. Results: Analyses of the witnesses' recall quantity and quality one week after the interview revealed that witnesses of blind interviewers recalled more details than witnesses of incorrectly informed interviewers. Witnesses of blind interviewers were also more accurate than witnesses of incorrectly informed interviewers, but only when interviewers were warned not to ask suggestive questions. Implications: Findings suggest that interviewer training and pre‐interview knowledge may play an important role in witness recall. [ABSTRACT FROM AUTHOR]

Our research aimed to explore how interviewers perceive male candidates' gender nonconformity during job interviews and how job type may play a role in the process. Based on role congruity theory, we propose that male candidates' gender nonconformity negatively affects employment decisions through cognitive and affective processes (i.e. perceived expectancy violation and likability). Further, based on the literature on occupational gender stereotypes, we examined the moderating effect of job type on the above indirect process. We believe that the negative indirect effects of male candidates' gender nonconformity on employment decisions through perceived expectancy violation and likability will be weakened when interviewing for female‐dominated jobs compared with male‐dominated jobs. We found robust evidence consistent with our theoretical assertion using three independent between‐subjects experiments. [ABSTRACT FROM AUTHOR]

Keywords: assessment; diversity; editorial; recruitment; selection; technology EN assessment diversity editorial recruitment selection technology 355 360 6 08/28/23 20230901 NES 230901 INTRODUCTION The world of work is changing quickly. This paper convincingly demonstrates that to actually achieve diversity, all parts of a selection system need to be aligned with each other in a manner that supports the organization's diversity goals. Beyond a series of inspiring and thought-provoking articles, this Special Issue also offers a set of recommendations for scholars engaging in research at the intersection of diversity and technology that serves to advance our current knowledge of how technology can be used to increase workforce diversity. Figure 1 presents an overview of the hiring process and the different steps in which research at the intersection of diversity and technology might contribute to considerable improvements in terms of the quality and diversity of the applicant pool and the ultimate hires. [Extracted from the article]

Despite the growing number of organizations interested in the use of asynchronous video interviews (AVIs), little is known about its impact on interviewee reactions and behavior. We randomly assigned participants (N = 299) from two different countries (Switzerland and India) to a face‐to‐face interview, an avatar‐based video interview (with an avatar as a virtual recruiter), or a text‐based video interview (with written questions) and collected data on a set of self‐rated and observer‐rated criteria. Overall, we found that whereas participants reported more negative reactions towards the two asynchronous interviews, observer ratings revealed similar performance across the three interviews and lower stress levels in the two AVIs. These findings suggest that despite technology‐mediated interview methods still not being well‐accepted, interviewees are not at a disadvantage when these methods are used in terms of how well interviewees perform and how stressed they appear to external observers. Implications are discussed. Practitioner points: What is currently known about the topic of our study: Face‐to‐face (FTF) interviews are preferred over technology‐mediated interview methods (e.g., videoconference interviews).The rating procedure (live vs. recorded ratings) influences interviewee performance ratings.Preparation time offered in asynchronous interviews influences interviewee performance ratings. What our paper adds to this: Our study compares a FTF interview to two emerging asynchronous video interview (AVI) methods.We compared interviewee reactions (e.g., perceived fairness) across the three interview methods.We compared interviewee self‐rated levels of stress and performance to how observers rate the level of expressed stress and interviewee performance.We collected data in two different countries to assess whether the cultural context influences interviewee reactions and behavior depending on the interview method. The implications of our study findings for practitioners: Interviewee performance as assessed by observers did not differ across the three interviews, suggesting that interviewees are not disadvantaged by the AVI methods.AVIs should be used with caution given that this method is less accepted than the conventional FTF method.Overall, the cultural context mostly did not influence the findings, hence increasing the generalizability of the practical implications. [ABSTRACT FROM AUTHOR]

Introduction: The aim of this study was to evaluate the correlations of cognitive and noncognitive dental school admission factors with interview ratings provided by faculty and student interviewers. Methods: Interviewees for the 2019–2021 admissions cycles underwent a 90‐minute period consisting of two 45‐min interviews and received two interview scores ranging from 1.0 to 2.3. Regression models were utilised to evaluate factors associated with interviewer type and admission status, The correlation strength between faculty and student interview scores was assessed. Results: A total of 177 applicants were interviewed, and 69 students were admitted over two admission cycles. Admitted students received higher interview ratings compared with nonadmitted applicants after adjusting for cognitive and noncognitive admission factors (average difference = −0.068; 95% CI = −0.123, −0.014). No statistically significant relationship was found between any cognitive admissions factor and interview score. However, having prior leadership role experiences was associated with better faculty score, after adjusting for student interviewee score. There was a strong linear correlation (r =.92) between faculty and student interview scores, with 0.809 change in faculty score with each additional student interview score (95% CI = 0.735, 0.883). Conclusion: The relationship between faculty and student scores was linear and strongly correlated, suggesting that faculty and student interviewers were comparable in their interview scoring. Leadership experience and potential could be advantageous qualities that improve faculty interviewer ratings. However, having a mix of faculty and Student interviewers may promote evaluation of candidates from different aspects, as students are familiar with the learning environment in dental school and may provide a unique perspective on an applicant's background and suitability for the program. [ABSTRACT FROM AUTHOR]

This study expands upon interview research by developing a tentative model to explain interview question preferences. The Model of Interviewer Question Preferences highlights interviewer factors that occur along two paths: job relevance factors that lead to the identification of questions that accurately differentiate applicants in terms of hireability, and social and past experience factors affecting interview preferences more broadly. We tested this tentative model using a prolific sample of 186 respondents who had prior experience conducting interviews. When combining both the job relevance path and social exposure path, nearly 48% of the variance in preference for interview questions was explained. Factors such as question job relevance and question exposure were highly related to question preference. Most generally, results suggest that people prefer to ask questions they are familiar with and think are job relevant. Practitioner points: Individual differences in question preferences are likely to impact the quality of the interview. Recent research has found people differ in their ability to identify good interview questions and that interviewers prefer different types of interview questions. We propose that question preference is dictated by two decision routes. The first route accounts for interviewer preferences for job‐related questions that allow interviewers to uncover information about job‐relevant traits (i.e., to evaluate job applicants). The second path is an exposure and social preferences route that considers how exposure to interview content and social preferences influence question selection. We found that people prefer to ask questions they are familiar with and are job relevant. Like past research, people with higher general mental ability were more likely to identify job relevant interview questions. Past interviewer experience was also related to effective interview design. [ABSTRACT FROM AUTHOR]

Working with community or peer interviewers can provide valuable access to the lived experiences of individuals and communities who researchers are unlikely to reach. However, the ethical and methodological issues involved in working with community interviewers has received relatively little attention in social and cultural geographical research. In this paper, we reflect on our work with community interviewers in qualitative research about the sexual relationship practices of young British Pakistani Muslims. We outline the training we offered to them and consider several ethical and methodological issues, including issues of power and positionality, the politics or remuneration, providing feedback to community interviewers, issues of mental health and wellbeing, and addressing expectations and community relationships. We explore the benefits of working with community interviewers while also highlighting the ethical and political challenges associated with such work. We reflect on our work with community interviewers in qualitative research about the sexual relationship practices of young British Pakistani Muslims. We outline the training we offered to them and consider several ethical and methodological issues involved in their role as community interviewers. We explore the benefits of working with community interviewers while also highlighting the ethical and political challenges associated with such work. [ABSTRACT FROM AUTHOR]

Thirty‐eight interviewers with no prior investigative interviewing experience questioned school‐aged children (N = 68, aged 6–10 years) about a personally experienced event. These interviewers relied primarily on question types that are not recommended by interviewing guidelines. Providing interviewers with misleading prior knowledge exacerbated this negative questioning style by significantly increasing the likelihood of suggestive questioning, compared to interviewers who received only vague background information. These findings, coupled with the infiltration of prior knowledge into some children's testimonies, raise concerns about the natural questioning styles to which children are exposed when interviewed by adults who are not trained in forensic interviewing. [ABSTRACT FROM AUTHOR]

Job interviews are cognitively demanding tasks for interviewers. However, it is unclear whether the high cognitive load (CL) that interviewers face will ultimately compromise the resistance to discrimination that otherwise distinguishes structured interviews from other selection methods. Using a two‐study experimental design, we explored the effect of cognitive load on gender discrimination in structured job interviews. In Study 1, participants completed an online interview simulation in which they assessed both a male and a female candidate applying for either a male‐ or female‐dominated job, while under either a high or low degree of cognitive load. Participants provided ratings of each candidate's suitability for the job as well as a final, ipsative hiring decision. Study 2 served as a larger replication of Study 1. Overall, CL was not found to affect candidate ratings. These results support the structured interview's general resistance to discrimination. Practitioner points: Previous research supports structured interviews' relative resistance to discrimination.Our research demonstrates that structured interviews can minimize discrimination, even when hiring for highly "gendered" jobs.The (small) effects of discrimination were different in our study for each of the following outcomes: ratings of specific competencies, global candidate ratings, and final hiring decisions.Certain competencies themselves may be gender‐typed. Using structured ratings can mitigate the extent to which stereotypes ultimately translate into discriminatory candidate ratings.Across the two studies, there was some reliance on heuristic decision‐making under conditions of high cognitive load.The overall weak effects of cognitive load on participants' overall hiring decisions highlights the structured interview's resistance to discrimination. [ABSTRACT FROM AUTHOR]

This article provides a reflective account of the participatory methodology employed in the Growing up a Reader research study. The aim of the Growing up a Reader study was to explore children's (age 9–11) perceptions of a 'reader' and their reasons for reading different text types. This involved training 12 primary school children as student interviewers. Students were interviewed by the adult research team and then interviewed peers themselves (n = 21). For the purpose of this reflection, a data‐driven inductive thematic analysis of the interviews was conducted and comparisons were drawn between those led by children and those led by adults. Child‐led interviews were more likely to lead to natural discussions about reading as students engaged in the co‐creation of knowledge surrounding their shared reading experiences. Child‐led interviews also featured creative communication styles and reflexive use of language to understand each other's reading experiences. Reflections upon child‐led interviews as a tool for deepening understanding of children's literary experiences are made in order to provide methodological insights relevant for both researchers and practitioners seeking to use participatory methods to collaborate with children. Limitations regarding training and support, and ethical and epistemological considerations regarding adult input are also discussed. [ABSTRACT FROM AUTHOR]

Purpose: Rapport‐building has beneficial effects in investigative and security contexts. However, there remains limited understanding of the extent of agreement between different parties in their judgments of rapport. Methods: We observed 133 mock suspect interviews, and subsequently surveyed the lead interviewer and secondary interviewer (trainees undertaking an undergraduate Policing programme), the 'suspect' (an actor), and an expert observer (a retired, highly experienced police detective). Each of these parties provided subjective judgments of the degree of rapport that had been formed between suspect and lead interviewer. Furthermore, we assessed whether these subjective judgments were associated with the degree of 'Language Style Matching' (LSM) between lead interviewer and suspect: a key linguistic measure of interpersonal synchrony. Results: The suspect, secondary interviewer, and expert observer had generally good agreement about the degree of rapport achieved, as evidenced through significant, moderate to strong correlations between their rapport ratings. However, these parties' rapport ratings were weakly associated with those of the lead interviewer. Our linguistic analysis provided similar results: the extent of LSM was significantly associated with suspects' and the expert's subjective ratings of rapport, but not with the interviewers' ratings. Conclusions: The findings suggest that the demands of interviewing might impede interviewers' insight into the success of their rapport‐building efforts, leading them to overlook cues that other parties rely upon. We discuss the need for future experimental manipulations to directly test this suggestion, and we consider the value of interpersonal synchrony in defining and measuring rapport. [ABSTRACT FROM AUTHOR]

Victims can provide details necessary to resolve criminal investigations but may be reluctant to come forward and fully disclose an incident to law enforcement. Although evidence‐based interviewing techniques such as rapport‐building have shown promise in increasing cooperation, the potential impact of interviewers' inherent characteristics (e.g., age and gender) on information disclosure has been relatively under examined. We investigated mock sexual assault victims' preferences for various police interviewer characteristics and the impact of these preferences on hypothetical reporting behaviour. Participants rated interviewers' interpersonal skills as highly important. Gender differences were observed, with only female participants consistently reporting that having a same‐gender interviewer was important. Participants also indicated that if they were provided with their preferred interviewer, they would feel more comfortable, provide more detail, and would be more willing to report the offence to police. Our findings suggest that matching interviewees with their preferred interviewers may improve interviewing and investigative outcomes. [ABSTRACT FROM AUTHOR]

Summary: Although drawing is frequently used during investigative interviews, few studies have explored the effectiveness of draw‐and‐talk techniques with very young children. In this article, we examined the effects of drawing on preschoolers' (3–6 years old) reports of self‐experienced and non‐experienced events. In Study I, we interviewed 83 preschoolers about a staged event. We did not observe any significant statement differences between children asked to draw‐and‐talk compared to a verbal‐only condition. In Study II, we interviewed 25 preschoolers about a nonexperienced event. Twenty‐one children initially denied the event. When asked if they could help the interviewer draw a person from the event, 13 (61.9%) children complied with the request and eventually provided several false details. While drawing did not significantly increase the average number of details, exploratory findings indicated that drawing may have helped a subset of children. However, drawing might impair children's accuracy when suggestively interviewed about nonexperienced events. [ABSTRACT FROM AUTHOR]

Purpose: Although investigative interviewers receive training in interviewing techniques, they often fail to comply with recommended practices. Interviewers are required to actively listen, accurately remember information, think of questions to ask, make judgements, and seek clarification, whilst conducting interviews with witnesses, victims, or suspects. The current study examined the impact of increased cognitive load on mock interviewers' recall of a witness's account. Method: Participants took the role of an investigative interviewer in one of three conditions, high cognitive load (HCL), moderate cognitive load (MCL), or no cognitive load (NCL). Participants watched a video‐recorded free narrative of a child witness during which they followed condition‐relevant task instructions. Each participant rated their perceived cognitive load during their task and then recalled (free and cued recall) the content of the witness's account. Results: Participants in the HCL and MCL conditions perceived higher cognitive load and demonstrated poorer performance on the free recall task than those in the NCL condition. Participants in the HCL condition demonstrated poorer performance on the cued recall task compared to participants in the NCL condition. Conclusions: The cognitive demands required to complete an investigative interview task led to an increased perceived cognitive load and had a negative impact on recall performance for mock interviewers. Accurately recalling what has been reported by a witness is vital during an investigation. Inaccurate recall can impact on interviewers' questioning and their compliance with recommended interviewing practices. Developing and practising interview techniques may help interviewers to better cope with the high cognitive demands of investigative interviewing. [ABSTRACT FROM AUTHOR]

Summary: Averting gaze from another person's face generally improves cognitive performance, yet, little is known about how witnesses' gaze direction affects their recall during investigative interviews. Here, participants witnessed a video‐recorded incident, and were interviewed via free recall and closed questions following a short delay. In Experiment 1, participants either faced the interviewer or faced away during the interview. In Experiment 2, alongside this manipulation, the interviewer also either faced the witness or faced away. In Experiment 3, witness gaze direction was manipulated alongside rapport‐building. In Experiment 4, the effect of facing away was directly compared with that of eye‐closure. Mini meta‐analysis of all four experiments showed that the effect of witness gaze direction on memory performance was minimal. Furthermore, neither aversion of interviewer's gaze nor rapport‐building magnified this effect. Added to the cumulative literature on eyewitness gaze aversion, these findings afford better estimates of the likely size of these effects. [ABSTRACT FROM AUTHOR]

The aim of this study was to understand if guilty suspects' perceptions regarding the prior information or evidence held by the interviewer against the suspect could be influenced through the content of the investigative questions. To test this idea, we explored three question‐phrasing factors that we labeled as topic discussion (if a specific crime‐related topic was discussed or not), specificity (different levels of crime‐related details included in the questions), and stressor (emphasis on the importance of the specific crime‐related detail in the questions). The three factors were chosen based on relevance theory, a psycholinguistic theory that explores how people draw inferences from the communicated content. Participants (N = 370) assumed the role of the suspect and read a crime narrative and an interview transcript based on the suspect's activities. After reading the narrative and the transcripts, participants responded to scales that measured their perception of interviewer's prior knowledge (perceived interviewer knowledge [PIK]) regarding the suspects' role in the crime, based on the questions posed by the interviewer in the transcripts. Of the three factors tested, we found that questioning about a specific crime‐related topic (topic discussion) increased their PIK. This study is the first to explore the underlying mechanisms of how suspects draw inferences regarding the interviewer's prior knowledge through the content of the investigative questions adopting concepts of psycholinguistic theory. [ABSTRACT FROM AUTHOR]

Summary As interviewees typically say less when an interpreter is present, we examined whether this was caused by interpreters not interpreting everything interviewees says or by interviewees providing less information. We further examined (a) the effect of a model drawing on providing information and (b) the diagnostic value of total details and the proportion of complications as cues to deceit. Hispanic, Russian, and South Korean participants were interviewed by native interviewers or by a British interviewer through an interpreter. Truth tellers discussed a trip they had made; liars fabricated a story. Participants received no instruction (condition 1) or were instructed to sketch while narrating without (condition 2) or with (condition 3) being given examples of detailed sketches. Interviewees said less when an interpreter was present because they provided less information. Truth tellers gave more details and, particularly, obtained a higher proportion of complications than liars. The sketching manipulation had no effect. [ABSTRACT FROM AUTHOR]

Innocent suspects interviewed by a guilt‐presumptive versus innocence‐presumptive or neutral interviewer may tend more to display non‐verbal behaviours which neutral judges consider indicative of guilt. We examined the effects of interviewer's presumption of guilt on innocent mock suspects' alibis. Participants (N = 90) provided an alibi to convince an interviewer of their innocence of a theft after she implied that she believed that they were guilty or innocent or that she had no belief about their veracity. On the basis of existing conflicting findings for suspects' verbal behaviour during accusatory interviews, we predicted that alibis in the guilt‐belief condition would contain the highest or lowest number of correct details with overall higher or poorer accuracy rates, respectively. Although participants perceived the interviewer's presumptive approach, the number of correct details provided and accuracy rates of alibis did not differ significantly between conditions. We propose explanations to these findings and future research paths. [ABSTRACT FROM AUTHOR]

By using a video‐based narrative (unidirectional) eyewitness statement of an alleged victim, participants were asked to imagine they were police officers. We compared the quality of mock police officer written records in a between‐subjects design comprising three conditions: (a) a free recall (n = 27), (b) a free recall by using recall strategies of the cognitive interview (n = 27), or (c) note taking while watching the video (n = 26). The quality of the reports was determined by the amount of correctly recalled details, omitted details, added details (commission errors), and changed details (confabulations). As predicted, the number of correct details was higher in the "Note Taking" condition whereas performance in the "Free Recall" and in the "Cognitive Interview" conditions did not differ. Higher verbal memory ability resulted in a better quality of the written records. Our results suggest that note taking facilitates the quality of written records. [ABSTRACT FROM AUTHOR]

Stress interviews can help interviewers effectively measure and evaluate job applicants' emotion regulation in highly stressful settings. This research uses 90 applicants and 62 interviewers as a sample in real interview settings. Results show that there was a positive relationship between interviewers' use of stress interviews and the interviewers' accuracy in assessing applicants' emotion‐regulation abilities, but that there was a negative relationship between interviewers' use of stress interviews and applicants' perceptions of interviewer friendliness and organizational attraction. Implications of this study's findings, contributions, and limitations, as well as future research directions, are discussed. Key points: Researchers seldom examine whether stress interviews can help measure applicants' stress resistance. Stress interviews enhance the accuracy of interviewers' assessments of applicants' emotion‐regulation ability. The use of stress interviews decreases applicants' perceptions of interviewer friendliness and organizational attraction. [ABSTRACT FROM AUTHOR]

Abstract: Although it is known that interrogation tactics can elicit false confessions and interviewer manner may determine the outcome of an interview, the combined effects of questioning technique and interviewer manner on false confessions have not been examined empirically. Following a false accusation of theft, participants were interviewed in one of four questioning conditions (minimisation, repetitive questioning, leading questions, and nonleading questions) in which interviewers adopted a stern or friendly manner. Perceptions of pressure to confess and interviewer behaviours were measured. Significantly more false confessions were elicited using nonleading questions rather than repetitive questioning. More false confessions were elicited in the friendly interviewer condition than in the stern interviewer condition. Neither interviewer manner nor questioning technique had a significant effect on subjective ratings of pressure to confess. The finding that false confessions may be elicited in the absence of coercive tactics may have implications for informing best practices in investigative interviewing. [ABSTRACT FROM AUTHOR]

In child sexual abuse investigations, forensic interviewers within the Child Advocacy Center (CAC) model serve as neutral fact-finders for a team of professionals tasked with investigating and intervening in cases of alleged child sexual abuse. Although empirical evidence has led to the development of best-practice techniques and protocols, there is currently no universally adopted protocol in the field. The present research gathered detailed information from a national sample of real-world child forensic interviewers about their training and current practices, with a specific focus on assessing the information interviewers typically review prior to conducting child forensic interviews. Most notably, the survey revealed a lack of uniformity in interviewing protocols adopted and pre-interview preparation practices. Although rare, some interviewers reported using an allegation-blind interviewing approach, highlighting the need for future research on this and other under-studied techniques. Copyright © 2017 John Wiley & Sons, Ltd. [ABSTRACT FROM AUTHOR]

Although many children are reluctant to disclose abuse due to embarrassment, fear, and the anticipation of negative consequences, researchers have only recently begun to examine whether forensic interviewers can be trained to manage children's reluctance. In this study, the supportiveness of 53 experienced interviewers was assessed in their interviews with 321 3- to 14-year-old alleged victims, each conducted during the course of training to use the Revised Protocol (RP). The use of support increased, especially between levels evident at baseline and in the last two interviews assessed. Over time, instances of inadequate support and insensitivity to children's reluctance became less common. Younger children received proportionally more support, including inadequate support, than older children. The RP training did not affect the extensive use of free recall-based questions. Findings highlight the benefits of continued supervision and training.Copyright © 2017 John Wiley & Sons, Ltd. [ABSTRACT FROM AUTHOR]

Purpose Lie detection in insurance claim settings is difficult as liars can easily incorporate deceptive statements within descriptions of otherwise truthful events. We examined whether the Verifiability Approach ( VA) could be used effectively in insurance settings. According to the VA, liars avoid disclosing details that they think can be easily checked, whereas truth tellers are forthcoming with verifiable details. Method The study experimentally manipulated notifying claimants about the interviewer's intention to check their statements for verifiable details (the 'Information Protocol'). It was hypothesized that such an instruction would (1) encourage truth tellers to provide more verifiable details than liars and to report identifiable witnesses who had witnessed the event within their statements, and (2) would enhance the diagnostic accuracy of the VA. Participants reported 40 genuine and 40 fabricated insurance claim statements, in which half the liars and truth tellers were notified about the interviewer's intention to check their statements for verifiable details. Results Both hypotheses were supported. In terms of accuracy, notifying claimants about the interviewer's intention to check their statements for verifiable details increased accuracy rates from around chance level to around 80%. Conclusion The VA, including the information protocol, can be used in insurance settings. [ABSTRACT FROM AUTHOR]

This study investigated response styles in factual items and explored their associations with personal, contextual and cultural factors. Responses on various factual questions, cognitive tests and interviewers' observational data from a total of 152,514 respondents in 22 countries in the Programme for the International Assessment of Adult Competencies ( PIAAC) were analysed. Indexes of extreme, midpoint and acquiescent response styles were extracted from Likert-scale and dichotomous responses of factual items. A general response style (GRS) with a positive loading of extreme response style and negative loadings of midpoint and acquiescent response styles was confirmed. This factor showed a similar cross-cultural patterning as another general factor from attitudinal and self-evaluative items of Likert scales in a previous study, which indicated the pervasiveness of response styles irrespective of types of survey items. In a multilevel analysis, the individual-level GRS was found to be negatively related to being male, educational level and literacy competency, and positively related to 3rd-person presence and background noise, and at country level negatively associated with socioeconomic development. Cross-level interactions were also found. Implications on the pervasiveness and nature of response styles are discussed. [ABSTRACT FROM AUTHOR]

This study investigates the effects that three types of interviewer personality traits (extraversion, agreeableness, and conscientiousness) can have on interviewer intention to use a high-structured interview (HSI). This study also investigates both the degree to which interviewers felt that their accountability to the interview regarding the process and the final employment decision influenced their intention to use HSI, and see if the accountability moderated the relationship between interviewer personality traits and interviewer HSI-use intension. Results from 327 interviewers show that the interviewers with high conscientiousness, agreeableness, and felt accountability were more inclined to use HSI. Moreover, highly conscientious interviewers who felt high outcome accountability would exhibit a relatively pronounced willingness to conduct HSI. [ABSTRACT FROM AUTHOR]

The author investigated expectations about achievement emotions characterizing job selection interviews while considering literature on the influence of positive and negative affect. Study participants were 282 Italian 12th graders and university students who were given a questionnaire asking them to imagine being interviewees in a future interview and to evaluate the intensity of interviewees' and interviewers' emotions. Expectations varied according to the kind of emotion, and interviewees and interviewers differentiated in terms of activating and deactivating emotions. Positive emotions prevailed for interviewees, with younger students giving higher scores. Some emotions were linked to career self-efficacy and job market experience. Results are discussed in light of applied relevance for employment counseling. [ABSTRACT FROM AUTHOR]

Applicants use honest and deceptive impression management (IM) in employment interviews. Deceptive IM is especially problematic because it can lead organizations to hire less competent but deceptive applicants if interviewers are not able to identify the deception. We investigated interviewers' capacity to detect IM in 5 experimental studies using real-time video coding of IM ( N = 246 professional interviewers and 270 novice interviewers). Interviewers' attempts to detect applicants' IM were often unsuccessful. Interviewers were better at detecting honest than deceptive IM. Interview question type affected IM detection, but interviewers' experience did not. Finally, interviewers' perceptions of IM use by applicants were related to their evaluations of applicants' performance in the interview. Interviewers' attempts to adjust their evaluations of applicants they perceive to use deceptive IM may fail because they cannot correctly identify when applicants actually engage in various IM tactics. Helping interviewers to better identify deceptive IM tactics used by applicants may increase the validity of employment interviews. [ABSTRACT FROM AUTHOR]

Laboratory research and field research have reliably shown that the cognitive interview (CI) enhances eyewitness recall in comparison with standard interview protocols in a criminal investigation context. To address some of the major criticisms of the existing CI literature, the current experiment compared the CI with the Federal Law Enforcement Training Center's five-step interview protocol in an intelligence-gathering context using experienced interviewers and adult interviewees. The CI elicited significantly more event-relevant information from the interviewees than the five-step model, the standard training offered at Federal Law Enforcement Training Center. Copyright © 2014 John Wiley & Sons, Ltd. [ABSTRACT FROM AUTHOR]

The Cognitive Interview (CI) is known to elicit high-quality information from cooperative witnesses. The present study examined whether the CI protects against two suggestive interview techniques: repeated questioning and negative feedback. Young adults ( n = 98) watched one of two crime videos and were interviewed with either a CI or free recall. One week later, a second interviewer asked answerable questions (about information in the video) and unanswerable questions (about information not in the video). Half of the participants received negative feedback about their performance. All participants were then asked the questions a second time. The CI resulted in more correct responses to answerable questions and fewer errors to unanswerable questions at the first questioning. The CI produced the highest consistency for answerable questions in the face of repeated questioning in the absence of negative feedback, and resulted in the most changes in responses to answerable questions when negative feedback was applied. No effects were found for unanswerable questions. The CI protected against repeated questioning, but only in the absence of negative feedback. Copyright © 2014 John Wiley & Sons, Ltd. [ABSTRACT FROM AUTHOR]

Background. Family Medicine Residency Program at the Aga Khan University has applicants for the residency position in excess of the positions offered resulting in formulation of certain selection criteria. The objective of this study was to compare MMI versus semistructured interviews for assessing noncognitive domains in the selection of residents. The secondary objectives were to determine perceptions of the interviewers and candidates for the acceptability and feasibility of MMI as a selection tool. Methods. The candidates underwent semistructured interviews along with MMI and identical attributes were tested in both. The attributes tested were safe doctor, communication skills, professionalism, problem solving, team approach, ethical issues, reasons for selecting family medicine, and commitment to the program. Descriptive statistics were calculated and comparison between ratings for MMI and interview was performed by Wilcoxon sign rank test. Results. Total number of candidates was 14. On comparison between interview and MMI, the scores were not statistically different for all attributes except ethics (mean interview scores: 3.04, mean MMI scores: 2.5, and P value 0.046). Conclusion. The study showed no difference between MMI and semistructured interviews. However, it needs to be replicated in order to determine the predictive validity and feasibility of MMI over time. [ABSTRACT FROM AUTHOR]

Background. We examined the effect of a second interviewer's demeanour on cues to deception. We predicted that a supportive demeanour would be the most beneficial for eliciting verbal cues to deceit, as it would encourage truth tellers, but not liars, to say more. In addition, we examined the extent to which interviewees deliberately made eye contact with the interviewers. Liars take their credibility less for granted than truth tellers, and therefore have a greater drive to be convincing. Liars are thus more likely to monitor the interviewer to determine if the interviewer appears to believe them. Method. Participants appeared before two interviewers: the first asked all the questions and the second remained silent. The second interviewer exhibited either a supportive, neutral, or a suspicious demeanour. Results. Truth tellers provided significantly more detail than liars, but only in the supportive second interviewer condition. The effect of a second interviewer's demeanour on detail was perhaps remarkable given that the interviewees hardly looked at the second interviewer (less than 10% of the time). Liars displayed more deliberate eye contact (with the first interviewer) than truth tellers did. Conclusions. A supportive second interviewer has a positive effect on interviewing. We discuss this finding in the wider contexts of investigative interviewing and interviewing to detect deception. [ABSTRACT FROM AUTHOR]

The interview is an ideal opportunity for job candidates to assess their fit with potential employers. While research shows that candidates' perceptions of person-organization ( PO) fit lead to important outcomes, fewer studies explore how such perceptions are formed. A policy-capturing study modeled how job candidates detect and interpret cues from the interview to inform their determinations of PO fit. A total of 213 participants read a series of vignettes representing interview scenarios, and rated each in terms of his/her perceived PO fit. Evidence showed that participants considered context factors (interview procedure practices and interviewer behaviors) more than the values-relevant content of interview questions when assessing their level of PO fit. [ABSTRACT FROM AUTHOR]

Police interviews (n = 97) with 5- to 13-year-olds alleging multiple incidents of sexual abuse were examined to determine how interviewers elicited and children recounted specific instances of abuse. Coders assessed the labels for individual occurrences that arose in interviews, recording who generated them, how they were used and other devices to aid particularisation such as the use of episodic and generic language. Interviewers used significantly more temporal labels than did children. With age, children were more likely to generate labels themselves, and most children generated at least one label. In 66% of the cases, interviewers ignored or replaced children's labels, and when they did so, children reported proportionately fewer episodic details. Children were highly responsive to the interviewers' language style. Results indicate that appropriately trained interviewers can help children of all ages to provide the specific details often necessary to ensure successful prosecution. Copyright © 2013 John Wiley & Sons, Ltd. [ABSTRACT FROM AUTHOR]

Abstract: This paper investigates the relationships between body weight, race, and attractiveness in appearance and personality among adolescents. We study a sample of 5947 (non-Hispanic) white and black girls age 12 to 18 who were interviewed by a group of 338 interviewers. We find that overweight and obese white female adolescents are, respectively, 23% and 40% less likely, on average, to be perceived as physically attractive compared to normal-weight white girls. The physical appearance penalties are significantly smaller for overweight and obese black girls compared to white girls. These findings suggest that being overweight or obese is costly due to its negative impact on inner and outer perceived beauty, providing an explanation for the observed stigmatization of overweight and obesity among women in labor and relationship markets. The smaller beauty penalties for black girls above the normal-weight range suggest that the range of body sizes considered attractive may be wider for black females. [Copyright &y& Elsevier]

We examined the effect of (i) a second interviewer's demeanour and (ii) asking expected and unexpected questions on cues to deception. We predicted that liars compared with truth tellers would provide more detail to expected questions and less detail to unexpected questions, particularly when the second interviewer is supportive. Liars prepare answers for expected questions, and a supportive interviewer will encourage them to provide more detail. By definition, liars have not prepared answers for unexpected questions, and their answers to such questions will be less detailed. Participants (N = 168) appeared before two interviewers: The first asked all the questions, and the second remained silent. The second interviewer exhibited either a supportive or a neutral demeanour. As predicted, liars provided more detail to expected questions and less detail to unexpected questions, particularly when the second interviewer was supportive. In conclusion, a supportive second interviewer elicits cues to deceit. Copyright © 2013 John Wiley & Sons, Ltd. [ABSTRACT FROM AUTHOR]

Judges and jurors often rely on consistency for assessing veracity. The present study examined the diagnostic value of within-pair consistency to predict truth-telling in pairs of children aged 8 to 10 years. Twenty-three pairs were questioned about one experienced event and one imagined event (which they had discussed before questioning). Within-pair consistency was significantly higher for experienced events than for imagined events. The diagnostic value of within-pair consistency to predict truth-telling was, however, modest: approximately one out of three judgments based on this cue would have been mistaken. Analyses of children's discussions of the imagined events revealed that interview questions about topics that had been discussed before questioning did not effectively discriminate experienced and imagined events, providing support for theoretical assumptions underlying the unanticipated-question approach. Practical recommendations for police interviewers are provided. Copyright © 2013 John Wiley & Sons, Ltd. [ABSTRACT FROM AUTHOR]

This study investigated the ability of more or less experienced employment interviewers and laypersons to detect deception in employment interviews. Although correct beliefs about indicators of deception led to higher deception detection accuracy, more experienced employment interviewers did not show more accurate beliefs about indicators of deception and did not perform better at detecting deception than less experienced interviewers and laypersons. Furthermore, more experienced interviewers showed a less-pronounced tendency of judging messages as true irrespective of their actual truthfulness (truth bias) than less experienced interviewers and laypersons. It is suggested that experience in employment interviewing does not automatically lead to higher deception detection abilities in employment interviews, but that correcting people's beliefs about indicators of deception can do so. [ABSTRACT FROM AUTHOR]

This paper proposes a theoretical model to explain trainee withdrawal and persistence within higher education (HE) based initial teacher training (ITT). Within ITT, attrition and persistence are under‐researched and under‐theorised, thus providing the rationale for this study. Within HE more broadly, a number of models have been proposed, most notably the seminal work of Tinto. However Tinto's Longitudinal Model of Departure was postulated for undergraduate academic courses, and has weaknesses in the study of trainees on professional courses, such as ITT. The proposed theoretical model is informed by interview and questionnaire evidence from a new case study of withdrawal and persistence in primary HE‐based ITT. In this study, withdrawal and persistence were affected by factors across a range of domains: intra‐personal, inter‐personal, academic, professional, institutional and external. Tinto's model is evaluated against the empirical findings of the case study, allowing the proposal of a revised model which more effectively explains persistence and attrition in ITT. [ABSTRACT FROM AUTHOR]