在現今台灣勞動市場人口結構劇烈變遷與求才競爭日益激烈的背景下，企業面試官於面試過程中的行為已不僅只是單向評估應徵者，更成為應徵者評估企業文化與職場環境的重要訊號來源。然而，針對面試官在面試過程中所展現之態度與表現的批評卻時有可聞，在面試過程中是否會遭遇面試官的不友善或是不禮貌的對待，似乎也成為近來應徵者評估公司的整體形象以及是否接受工作聘任的一項重要依據。因此，本研究旨在探索面試官於面談過程中所展現之「不合宜行為」(即不恰當但非違法之行為)對不同世代的應徵者，會對企業的觀感與錄取意願產生何種影響。 本研究採用關鍵事例訪談法，共蒐集34位受訪者的面試經驗，並輔以OpView Trend網路聲量分析，交叉檢視真實面試互動與社會大眾觀感之間的關聯。研究發現面試官不合宜行為可分為「面試官個人」與「面試流程」兩大構面。前者包括態度不尊重、質疑能力與專業不足，後者則涵蓋問題設計不當與流程安排不合理。進一步分析指出，Z世代對面試官的態度問題更為敏感，常因負面互動而決定拒絕錄取，網路輿情亦呼應此觀察，普遍針對面試官的傲慢態度與不專業提問表達負評。 本研究補足現有文獻中對面試官負面行為分類與實證資料的不足，並提出實務建議：企業應強化面試官選任與訓練、優化流程設計、建立應徵者回饋制度，並定期追蹤社群平台之公開評價，以提升面試品質與企業吸引優秀人才之能力。;As Taiwan′s labor market faces rapid demographic shifts and growing competition for talent, the role of interviewers has become increasingly influential. Beyond assessing candidates, interviewers now serve as key indicators of organizational culture. Negative perceptions—such as rudeness or lack of professionalism—have emerged as major factors affecting candidates’ willingness to accept job offers, especially among Generation Z. This study examines how tackles interviewer behaviors (inappropriate but not illegal behaviors) affect candidates’ perceptions and hiring decisions across different generations. Using the Critical Incident Technique (CIT), we analyzed 34 job applicant’s interview experiences and supplemented with online sentiment data from OpView Trend platform. The results categorize such behaviors into two dimensions: personal conduct (e.g., disrespectful attitude, questioning of competence, and lack of professionalism) and procedural flaws (e.g., poorly structured interview procedure or irrelevant questions). Generation Z shows heightened sensitivity to disrespectful behavior and often declines offers after a single negative interaction. Online platform data also echo these concerns which frequently include criticizing arrogant or unprofessional conduct. These findings suggest that such behaviors can harm both recruitment effectiveness and employer image. This study contributes a structured framework for understanding the insights of tackless interviewer behaviors and offers practical recommendations: enhance interviewer training, refine interview design, and build respectful, transparent candidate experiences to strengthen employer appeal.
