檢視求職者知覺面試官特性與組織人才吸引力之關係：以求職者知覺雇主品牌價值為中介變數

Examining the Relationship Between Candidates’ Perceived Interviewer Characteristics and Organizational Attractiveness: The Mediating Role of Candidates’ Perceived Employer Brand Value

面試官是招募甄選歷程中最能直接且立即影響求職者的代表人物，基於信號理論，求職者會在面試中觀察面試官的行為，據此推測出面試官特性，並聯想到與組織相關的價值及訊息。本研究探討面試官特性，分別為友善性、專業性與資訊分享，能傳遞雇主品牌的價值（社會價值、興趣價值、發展價值、應用價值及經濟價值），提高求職者對組織的吸引力。本研究發放問卷予參與實體或視訊面試的求職者，共回收201份有效問卷。研究發現，當面試官表現出友善行為時，會使求職者感受到社會價值與興趣價值；當面試官表現出專業能力時，會使求職者感受到應用價值與發展價值；當面試官表現出資訊分享行為時，會使求職者感受到經濟價值。而興趣價值、應用價值與發展價值皆可提高組織人才吸引力。同時，對於第一次求職的應屆畢業生而言，面試官愈具友善性與專業性，愈能提高興趣價值與應用價值，進而提升組織人才吸引力，且面試官之專業性透過應用價值連結到組織人才吸引力的中介效果大於發展價值的中介效果。補充分析也顯示面試官的資訊分享行為可預測求職者一個月後知覺的組織人才吸引力與接受聘任行為。

Interviewers serve as the most immediate and influential representatives in the recruitment and selection process, shaping job seekers’ perceptions through their behavior. Based on signaling theory, candidates observe interviewers’ behaviors during the interview to infer the interviewers’ characteristics and, in turn, associate them with organization-related values and messages. This study investigates three key interviewer characteristics– friendliness, professionalism, and information sharing– and their role in communicating employer brand values, including social, interest, development, application, and economic values, which in turn enhance organizational attractiveness. Data were collected through a survey administered to job seekers who participated in either face-to-face or virtual interviews, yielding 201 valid responses. The results indicate that interviewer friendliness enhances candidates’ perceptions of social and interest values; interviewer professionalism fosters perceptions of application and development values; and interviewer information sharing conveys economic value. Furthermore, interest, application, and development values significantly contribute to organizational attractiveness. For first-time job seekers, particularly recent graduates, interviewer friendliness and professionalism more strongly enhance perceptions of interest and application values, thereby increasing organizational attractiveness. Additionally, application value serves as a stronger mediator than development value in linking interviewer professionalism to organizational attractiveness. Supplementary analysis further reveals that interviewers’ information-sharing behaviors can predict candidates’ perceived organizational attractiveness and their subsequent job acceptance one month later.