随着知识经济在社会生活各个方面的广泛渗透，人们已经深刻认识到，在既定的资源条件约束下，人才是最具有决定意义、最有潜力的资源，人才竞争已成为决定企业成败的关键。为了通过人力资源获取竞争优势，招聘选拔工作的成功与否就责无旁贷地成了企业兴衰的关键。尽管面试作为主要的招聘方法，其信效度一直受到人们的质疑，但由于多种原因，面试仍然是被广泛采用的方法，且还有继续被采用的趋向。有关面试决策的影响因素，国外学者已有大量的分析研究，但基本上停留在使用大学生作为被试的虚拟性研究上，其研究结果与企业的招聘实际有诸多不匹配之处。本研究在对面试、面试决策的国内外研究现状综述的基础之上，运用访谈法、问卷调查法，以企业的实际工作人员作为被试，对被感知的应聘者的个人特征变量与决策变量之间的关系进行了探讨，分析了适合雇用性在被感知的个人特征变量和录用性之间的中介作用，并且探讨了性别、年龄和学历等人口统计学变量对被感知的个人特征变量和决策变量上的差异。具体研究结果表明：第一，应聘者的性别在被感知的个人特征变量（技能水平、聪慧性、被喜爱程度、外在吸引力）和决策变量（适合雇用性和录用性）上无显著性差异；应聘者的年龄在被感知的技能水平、聪慧性、适合雇用性和录用性上存在显著性差异；应聘者的学历在被感知的聪慧性上存在显著性差异。第二，相关分析表明，被感知的应聘者聪慧性与其技能水平的评定有显著的正相关；被感知的应聘者被喜爱程度与其聪慧性的评定有显著的正相关；被感知的应聘者外在吸引力与其被喜爱程度的评定有显著的正相关。第三，相关分析表明，被感知的应聘者的技能水平与适合雇用性、录用性评定存在显著的正相关；被感知的应聘者聪慧性与适合雇用性、录用性评定存在显著的正相关；被感知的应聘者被喜爱程度与适合雇用性、录用性评定存在显著的正相关；被感知的应聘者外在吸引力与适合雇用性、录用性评定存在显著的正相关。第四，多元回归分析表明，适合雇用性在被感知的应聘者的技能水平、聪慧性对其被录用性的影响中起着完全中介的作用，在被感知的应聘者的被喜爱程度、外在吸引力对其被录用性的影响中起着部分中介的作用。

Along with the development of the knowledge-based economy, more and more people realized doing a good job in people recruitment and improve hiring accuracy and effectiveness is the key of company success. Interviews continue to be the most widely used selection device, although studies have generally found interviews do have low reliability and validity and to be subject to various biases. A lot of foreign psychologists spent many years investigating in the research and analysis on what may influence the interview decision making and which psychological variables and factors produce direct and indirect effects during the process and on the final decision, but most of them use university students as subjects. This may lead to the questionable results and not match with expected studies. This research based on the reviews about interview and interview decision, used interview and questionnaire survey, taken human resource managers as subjects, to explore the relationships between perceived personal characteristics of interviewee and decision variable, meanwhile to analyzed whether the employability was a mediator between perceived personal characteristics of interviewee and hirability and sex, age, educational level had significant differences on the perceived personal characteristics of interviewee and decision variables. The results indicated that:Firstly, the sex of interviewee had no significant differences on the perceived personal characteristics (skill, intelligence, likability and physical attractiveness) and decision variable (employability, hirability); the age of interviewee had significant differences on the skill, intelligence, employability and hirability; the educational level of interviewee had significant differences on the intelligence.Secondly, correlation analysis indicated that, perceived intelligence of interviewee and skill rating had significant positive correlation; perceived likability of interviewee and intelligence rating had significant positive correlation; perceived physical attractiveness of interviewee and likability rating had significant positive correlation.Thirdly, correlation analysis indicated that, perceived skill of interviewee and employability, hirability had positive correlation; perceived intelligence of interviewee and employability, hirability had positive correlation; perceived likability of interviewee and employability, hirability had positive correlation; perceived physical attractiveness of interviewee and employability, hirability had positive correlation.Lastly, multi-linear regression indicated that, employability played a full mediator role between the perceived skills, intelligence of interviewee and hirability rating; played a partial mediator role between the perceived likability, physical attractiveness of interviewee and hirability rating.