Experiential factors:
Experience: Job-relevant knowledge derived from prior experience
Education: Job-relevant knowledge derived from prior education
Training: Job-relevant knowledge derived from prior training
Core job elements:
Declarative knowledge: Applicants' learned knowledge
Procedural skills and abilities: Applicants' ability to complete the tasks
required to do the job
Motivation: Applicants' willingness to exert the effort required to do the
job
Interviewee performance Interviewer
evaluations
of
applicant
responses also tend to be colored by how an applicant behaves in the
interview. These behaviors may not be directly related to the constructs the
interview questions were designed to assess, but can be related to aspects
of the job for which they are applying. Applicants without realizing it may
engage in a number of behaviors that influence ratings of their
performance. The applicant may have acquired these behaviors during
training or from previous interview experience. These interviewee
performance constructs can also be classified into three categories: social
effectiveness skills, interpersonal presentation, and personal/contextual
factors.
Social effectiveness skills:
Impression management: Applicants' attempt to make sure the
interviewer forms a positive impression of them
[12][13]
Social skills: Applicants' ability to adapt his/her behavior according to
the demands of the situation to positively
influence
the interviewer
Self-monitoring: Applicants' regulation of behaviors to control the image
presented to the interviewer
Relational control: Applicants' attempt to control the flow of the
conversation
