chap2_cap_interview_solution

Chap2_cap_interview_ - U n d e r s t a n d i n g t h e P e r s on a l In t e r vi e w A St ud y fo r Man ag ers I n vo lved in t he Hiri ng P roces

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Pre-interview Phase Interview Phase Post-interview Phase Understanding the Personal Interview: Understanding the Personal Interview: A Study for Managers Involved A Study for Managers Involved in the Hiring Process in the Hiring Process Updated by: Christa Cass Understanding the Personal Interview Introduction It is ironic the large emphasis that is placed on the “personal interview” when arriving at selection decisions within organizations, despite its low reliability and low accuracy in predicting future job performance. These interviews are usually relatively unstructured. Recent literature
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reviews suggest that interviewer’s judgmental errors, along with numerous errors and biases associated with the processing of applicant information, contribute to the low validity of personal interviews. Since the workforce is the primary asset in most organizations, one might assume that the most effective selection strategy would be chosen to maximize productivity. Personal interviewing continues to be the most widely used method for selecting employees and is often used in conjunction with other techniques such as reference checking, weighted application blanks, skill tests, and psychological testing. There are obviously good reasons for the popularity of the employment interview despite the controversy regarding its validity. This paper analyzes the validity of the interview-the measure of the degree to which the test predicts job success. Good selection doesn’t depend only on quality information, but on the quality of the interpretation. In the interview, the interviewer looks at the background of the applicant, analyzes the applicant’s responses during the interview and makes judgments about the behavior of the applicant. The following factors affect validity: Pre-interview Impressions Psychological Selective Perceptions Stereotypes Halo-effect Trait Configurations Thus, often the validity of the interview rests on the interviewer. The interviewer needs to recognize that everyone perceives things in different ways. Furthermore, interview perceptions are based on the interviewer’s life experiences, goals, needs and values, and thus can affect the judgment of the applicant. Figure : Perception in the Interview First, we discuss some of the psychological pitfalls of personal interviewing. Second, we look at a company that is experiencing personnel problems. Third, we look at how the problems can be resolved. Pre-interview Impression Effects Pre-interview Impressions Before the interviewer greets the applicant and begins the discussion, judgments are likely to have already been formed. Impressions of the applicant’s qualifications and characteristics by looking solely at the application and resume could bias the conduct of the interviewer and the
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This note was uploaded on 04/21/2008 for the course CSCI 106 taught by Professor Wright during the Spring '08 term at Indiana University South Bend.

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Chap2_cap_interview_ - U n d e r s t a n d i n g t h e P e r s on a l In t e r vi e w A St ud y fo r Man ag ers I n vo lved in t he Hiri ng P roces

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