面試日期選擇能否影響個人申請的招生績效──以一所大學為例

Can the choice of interview date affect the performance of individual applications -- Take a university as an example

大學的個人申請入學，每年均有數目可觀的招生缺額。一方面傷害學校系的聲譽，另一方面若導致註冊率過低，將影響學校系的生存。王瑞榮與朱榕屏（2019）的研究宣稱，選擇較晚的面試日期可以有效提高學系個人申請的分發率與正確篩選率，而且不會減少參與該學系面試的考生人數。本文使用橫斷面比較方式，針對相同學年度A校的選擇較早面試學系組與選擇較晚面試學系組比較其個人申請的招生表現。由於是相同學年度的比較，學年度考生總人數多寡對本文比較結果的影響會較少，換句話說，本文的比較結果相較於（王瑞榮等,2019）更能夠真實反應選擇不同面試日期的影響。本文檢驗面試日期選擇是否會影響學系組個人申請入學的分發率、正確篩選率、以及參與面試的考生人數。本文發現，選擇較晚面試日期的學系組，平均而言，有相對較少的面試考生人數，此與（王瑞榮等,2019）的結論不同。另外，只有在面試考生人數減少造成的負面效應較小的情形下，學系組選擇較晚的面試日期有相對較高的分發率與正確篩選率。根據以上結果，本文的建議如下：學系組是否採用較晚面試日期策略，必須考慮學系組受到參與面試考生人數減少所引起的負面效應大小來作決定，若負面效應較大，則不建議採用較晚面試日期策略，但若負面效應較小，則學系組可以採用較晚面試日期的作法。

For individual applications to universities, there are a large number of registration vacancies every year. On the one hand, the lack of enrollment hurts the reputation of the school department, and on the other hand, if it leads to insufficient registration, it may even affect the survival of the school department. A study by Wang and Zu (2019) claimed that choosing a later interview date can effectively increase the distribution rate and correct screening rate of individual applications of the department, and will not reduce the number of candidates participating in the department's interview. This article uses a cross-sectional comparison method to compare the admission performance of the earlier interview department group and the later interview department group of A school in the same school year. Since the comparison is in the same academic year, the total number of candidates in the academic year will have less influence on the comparison results of this article, in other words, the comparison result of this article can more truly reflect the influence of different interview dates with compared to that of (Wang et al., 2019). This article examines whether the interview date selection will affect the distribution rate, correct screening rate, and number of candidates who participate in the interview. This article finds that, on average, the department group that selects a later interview date has a relatively small number of interview candidates, which is different from the conclusion of (Wang et al., 2019). In addition, only when the negative effect caused by the decrease in the number of interview candidates is relatively small, the department group choosing a later interview date can have a relatively high distribution rate and correct screening rate. Based on the above results, this article recommends the following: Whether the department adopts a late interview date strategy, the department must consider the size of the negative effect caused by the decrease in the number of candidates participating in the interview. If the negative effect is large, it is not recommended use a later interview date strategy, but if the negative effect is small, the department group can adopt a later interview date approach.