Andrea Mora

PSYC 3600 50

Marc Mehu

26.02.23

Analyzing a Job Interview as a Social Event through the lens of a Social Psychologist

The job interview is an important step in the job search process because it allows

employers to evaluate potential candidates and candidates to make a good first impression.

However, the job interview is also a social event, involving complex interactions between

individuals and their surroundings. This essay will investigate the job interview as a social event,

taking into account the motives, goals, cognitive mechanisms, and emotions of the individuals

involved, as well as the opportunities and threats present in the environment, and how these

factors interact to influence the outcome of the interview. Social psychologists have investigated

these factors in order to gain insight into how people behave and interact with one another in

social situations, such as job interviews. To be more specific in this case this is a job interview

for a marketing position. The interviewer may ask questions about the interviewee's relevant

skills, experience, and qualifications, as well as their approach to marketing strategy, branding,

advertising, and other related topics, during a job interview for a marketing position.

Furthermore, if they have prior experience, they may be asked to provide examples of successful

marketing campaigns or to discuss how they would approach a specific marketing challenge. The

interviewer would most likely focus on assessing the interviewee's ability to think strategically,
communicate effectively, and generate innovative marketing ideas that align with the firm's goals

and values for this specific job interview.

One of the most important issues that arises during a job interview is how people attribute

each other's behavior. Jones and Davis's (1965) classic article examines this process,

demonstrating how people tend to attribute behavior to dispositional factors rather than

situational factors. This knowledge is useful in understanding how interviewers and interviewees

form impressions of one another during a job interview. Both the interviewer and the interviewee

are likely to make assumptions about each other based on their behavior, appearance, and

communication style during a job interview. For example, the interviewee may try to appear

confident and competent, whereas the interviewer may be looking for signs of honesty,

dependability, and cultural fit with the organization (Ployhart & Holtz, 2008).

Individuals participating in job interviews (interviewer, and interviewee) are likely to

have specific motives and goals in addition to making attributions. The primary goal of the

interviewee is frequently to secure a job offer, whereas the interviewer may have a variety of

goals, including assessing the candidate's qualifications, fit, and potential for future success

(Ployhart & Holtz, 2008). Power dynamics, according to Keltner, Gruenfeld, and Anderson

(2003), can also influence the motives and goals of individuals involved in social interactions,

with higher-power individuals frequently seeking to maintain or increase their power and lower-

power individuals seeking to avoid negative outcomes.

The situation and environment in which the job interview takes place is also an important

aspect of it as a social event. Job interviews are frequently associated with high levels of stress
and uncertainty, as interviewees strive to present themselves in the best light possible and

interviewers strive to make accurate and effective hiring decisions (Ployhart & Holtz, 2008).

This stress can present both opportunities and threats to the people involved. The interviewee, for

example, may be able to demonstrate their skills and experience, but they may also be more

likely to make mistakes or say things that are inconsistent with the interviewer's expectations.

That leads us with social identity, or how people perceive themselves in relation to

others, can also influence the situation and environment of a job interview (Tajfel & Turner,

1986). For example, an interviewee who strongly identifies with a specific social group may be

more likely to emphasize their group.

To summarize, a job interview is a complex social event involving numerous factors that

can influence the interaction between interviewers and interviewees. Social psychologists have

investigated these factors in order to gain insight into how people behave and interact with one

another in social situations, such as job interviews. By taking these factors into account, job

interviewers and interviewees can gain a better understanding of the dynamics of the job

interview and how to successfully navigate it.

Citations:

Jones, E. E., and K. E. Davis (1965). From acts to dispositions: The attribution process in person

perception. 219-266 in Advances in Experimental Social Psychology.

Keltner, D., Gruenfeld, D. H., and Anderson, C. (2003). Power, approach, and inhibition . The

Psychological Review, vol. 110, no. 2, pp. 265-284.

Tajfel, H., and J. C. Turner (1986). The social identity theory of intergroup behavior. Intergroup

relations psychology, pp. 7-24.

Tiedens, L. Z. (2001). Anger and advancement versus sadness and subjugation: The effect of

negative emotion expressions on social status conferral. Journal of Personality and Social

Psychology, 80(1), pp. 86-94.