This research was conducted to determine the influence of recruiters' perceptions on students' demonstration of emotional and social competencies during the interview process and if employers' perceptions factor into decisions regarding advancement to second round interviews. This is a pilot study and the research investigated the importance of social and emotional competencies. This study is strengthened by the use of \"real\" interviews and immediate collection of employer perceptions. This is a case study using mixed methodology, specifically triangulation, to examine employers' perceptions of students' emotional/social competencies demonstrated during face to face interviews. These competencies included: ability to demonstrate meeting or exceeding goals, articulate strengths and weaknesses, demonstrate composure, demonstrate active listening skills, and build rapport. In a correlation analysis there was a significant correlation in two competencies that factored into students being invited to a second round interview. These competencies were the ability to articulate strengths and weaknesses and ability to demonstrate active listening skills. Additionally, while recruiters in this study indicated they either were aware of differences in culture or did not take cultural differences into consideration when making decisions for second round interviews, the results seem to show that culture was a factor.
","abstract_html":"<p>This research was conducted to determine the influence of recruiters' perceptions on students' demonstration of emotional and social competencies during the interview process and if employers' perceptions factor into decisions regarding advancement to second round interviews. This is a pilot study and the research investigated the importance of social and emotional competencies. This study is strengthened by the use of "real" interviews and immediate collection of employer perceptions. This is a case study using mixed methodology, specifically triangulation, to examine employers' perceptions of students' emotional/social competencies demonstrated during face to face interviews. These competencies included: ability to demonstrate meeting or exceeding goals, articulate strengths and weaknesses, demonstrate composure, demonstrate active listening skills, and build rapport. In a correlation analysis there was a significant correlation in two competencies that factored into students being invited to a second round interview. These competencies were the ability to articulate strengths and weaknesses and ability to demonstrate active listening skills. Additionally, while recruiters in this study indicated they either were aware of differences in culture or did not take cultural differences into consideration when making decisions for second round interviews, the results seem to show that culture was a factor.</p>","abstract_has_math":false,"creators":["Crane, Deborah Donnini"],"institution":null,"degree_name":"Master of Arts (M.A.)","degree_level":"Thesis - Pacific Access Restricted","degree_discipline":"Education","degree_department":null,"school":null,"contributors":["Joanna Royce-Davis"],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2008,"date_issued":"2008-01-01T08:00:00Z","date_published":"2008-01-01T08:00:00Z","updated_at":"2026-07-24T05:36:35Z","subjects":["Employees Recruiting","Emotional intelligence","Employment interviewing Psychological aspects","Education"],"languages":[],"rights":[],"rights_urls":["http://rightsstatements.org/vocab/InC/1.0/"],"identifier_entries":[]},"links":{"outbound_url":"https://scholarlycommons.pacific.edu/uop_etds/693","outbound_label":"Repository record","outbound_source":"dc:identifier"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor","label":"Contributor","values":["Joanna Royce-Davis"]},{"key":"dc:creator","label":"Author","values":["Crane, Deborah Donnini"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date.available","label":"Dc Date Available","values":["2018-06-29T09:08:23Z"]},{"key":"thesis:degree_discipline","label":"Discipline","values":["Education"]},{"key":"thesis:degree_level","label":"Degree Level","values":["Thesis - Pacific Access Restricted"]},{"key":"thesis:degree_name","label":"Degree Name","values":["Master of Arts (M.A.)"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["Employees Recruiting","Emotional intelligence","Employment interviewing Psychological aspects","Education"]}]},{"id":"language_rights","label":"Language and Rights","entries":[{"key":"dc:rights","label":"Dc Rights","values":["http://rightsstatements.org/vocab/InC/1.0/"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier","label":"Identifier","values":["https://scholarlycommons.pacific.edu/uop_etds/693"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description.abstract","label":"Abstract","values":["This research was conducted to determine the influence of recruiters' perceptions on students' demonstration of emotional and social competencies during the interview process and if employers' perceptions factor into decisions regarding advancement to second round interviews. This is a pilot study and the research investigated the importance of social and emotional competencies. This study is strengthened by the use of \"real\" interviews and immediate collection of employer perceptions. This is a case study using mixed methodology, specifically triangulation, to examine employers' perceptions of students' emotional/social competencies demonstrated during face to face interviews. These competencies included: ability to demonstrate meeting or exceeding goals, articulate strengths and weaknesses, demonstrate composure, demonstrate active listening skills, and build rapport. In a correlation analysis there was a significant correlation in two competencies that factored into students being invited to a second round interview. These competencies were the ability to articulate strengths and weaknesses and ability to demonstrate active listening skills. Additionally, while recruiters in this study indicated they either were aware of differences in culture or did not take cultural differences into consideration when making decisions for second round interviews, the results seem to show that culture was a factor.
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