Relationships between candidate self-monitoring, perceived personality, and selection interview outcomes

A study into the relationships between candidate self-monitoring ability, i nterviewer perceptions of candidate personality, and interviewer outcome de cisions in the context of actual graduate recruitment interviews (n = 130) is presented. Detailed psychometric norm data is also reported on the Lenno x and Wolfe (1984) revised Self-Monitoring (RS-M) scale, together with the results of confirmatory factor analyses into the factor structure of this m easure. It was found that candidate self-monitoring ability was only modera tely and nonsignificantly related to interviewer outcome evaluations, and t hat self-monitoring was generally uncorrelated with the positiveness of rec ruiter impressions of candidate personality. Confirmatory factor analyses r evealed that a two correlated factor structure for the RS-M scale, in accor dance with the original authors' formulation, provided the most parsimoniou s fit. Norm data for the RS-M scale is reported for this sample of British graduates, including item statistics, item to subscale, item to scale corre lations, and internal reliability coefficients. Implications for future res earch into candidate impression management, self-monitoring, interviewer de cision making, and the practical implications arising from these findings a re discussed.