ISSN 1671-3710
CN 11-4766/R

心理科学进展 ›› 2014, Vol. 22 ›› Issue (2): 357-368.doi: 10.3724/SP.J.1042.2014.00357

• 研究方法 • 上一篇    下一篇



  1. 北京师范大学心理学院, 应用实验心理北京市重点实验室, 北京 100875
  • 收稿日期:2013-06-07 出版日期:2014-02-15 发布日期:2014-02-15
  • 通讯作者: 徐建平
  • 基金资助:

    北京市大学生科学研究与创业行动计划2012年度项目、国家基础科学人才培养基金(J1103601 & J1210048)资助。

Interviewer’s Rating and Influencing Factors in Structural Interview

XU Jianping;ZHOU Han;LI Wenya;CHEN Fu;ZHANG Wei   

  1. (Beijing Key Lab of Applied Experimental Psychology, School of Psychology, Beijing Normal University, Beijing 100875, China)
  • Received:2013-06-07 Online:2014-02-15 Published:2014-02-15
  • Contact: XU Jianping


结构化面试是人事选拔中采用的主要评价方法之一。解释结构化面试过程中面试官和应聘者行为反应的理论观点有社会互动理论、拟剧论、行为一致性观点、特质激活理论等。一个完整的结构化面试可以划分为关系建立、题目问答和分数评定三个阶段。在结构化面试中, 面试官的行为从观察、获取、分析、回应应聘者的各种表现信息, 形成初始印象, 到参照面试评分标准评分等, 经历了一系列相互影响的心理过程。影响面试官评分的主要因素包括面试设计因素和考官自身等内部因素, 以及应聘者因素、面试环境因素等外部因素两个方面。结合应聘者反应, 探索面试官评分的心理机制是今后结构化面试研究的突破点。

关键词: 结构化面试, 评分, 面试官


Structural Interview has become one of the most widely used methods in personnel selection. Several theories, such as Social Interaction Theory, Dramaturgy Theory, Behavioral Consistency Paradigm, and Trait Activation Theory, have been trying to explain the behaviors and response of interviewers and applicants in structural interviews. An integral structural interview can be divided into three phases: rapport-building, questioning / responding, and rating of applicants by interviewers. During the interview, interviewers would experience a series of mental activities, including observing, acquiring, analyzing and responding to applicants′ performance, forming the initial impression, then completing rating by referring to rating standard. The major factors that may influence an interviewer′s judgment involve two types of factors, the first type is internal ones, including designing factors and interviewer factors; the second type is external ones, including applicants′ factors and environmental factors. The future breakthrough in this field of research should include the exploration of psychological mechanism of interviewer′s rating combined with the applicants′ reactions in the interviews.

Key words: structural interview, rating, interviewer, personnel selection