Metropolitan police officers conducting recruit-selection interviews were asked to rate each of the candidates they interviewed on a 32-item scale and also to indicate how much confidence they had in their judgement of the candidate. Rank of interviewer had no effect on how the interviewers rated the candidate, but the greater the interviewers' job experience (in years) or interviewing experience, the stricter (less generous) were the markings. Chief Superintendents had more confidence in their judgements of the candidates than Superintendents. Job and interview experience had no effect on confidence. Results are discussed in terms of the social psychology of the interview.
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