Interviewer evaluations of applicant responses 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
• Personal/contextual factors

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