Sam Redfern

Interviewing candidates poses various challenges when the candidate and the assessor come from different cultural backgrounds. A subset of these challenges derives from cultural differences in producing and interpreting nonverbal behaviors. The present study analyzed the nonverbal behaviors of 379 British and 313 Asian candidates who completed personality assessments and video-interviews for graduate positions in a financial institution. Interviewees produced significantly different types and rates of facial expressions across cultures; British candidates changed their facial expressions more often, and Asian candidates exhibited more positive emotions. The relationships between personality traits and nonverbal behaviors also varied across cultures, indicating that personality is expressed differently. Furthermore, muted videos of 304 candidates were rated by 3 British/Irish assessors based in London (UK) or Loughrea (Ireland) and 3 Chinese assessors based in Shanghai (China) on job fit, attractiveness, and personality. Candidates received higher ratings on job fit and attractiveness from assessors from their own culture. Overall, Candidates were assessed somewhat accurately (average r = 0.23). Candidates were judged more accurately in the London/Loughrea office condition. British candidates were judged more accurately than Asian candidates in the London/Loughrea condition. The implications of these findings for the fair and accurate selection of employees in cross-cultural settings are discussed.