Lecture 5 - Personnel Selection, Full Slides, Oct0. 8, 2009

Lecture 5 - Personnel Selection, Full Slides, Oct0. 8, 2009...

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The Psychology of People,  Work, and Organizations Psychology 2060 Personnel Selection October 8 th , 2009 Cell Phones!!!
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The Job Interview Among the  most popular  selection devices  across all job levels – 80-90% of  organizations Designed to predict future performance  based on responses to a series of  oral  questions Used to believe not very valid, but  companies kept using them – why? Realistic Job Preview “I can tell!” Want a chance to interact with person
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The Job Interview Interviews can be described on  three  characteristics: 1)Level of Structure 2)Style One-on-one, Serial, Panel, etc. 3)Medium Face-to-face, telephone, etc.
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The Job Interview The structured interview: -Source of questions is info from job  analysis -All applicants are asked the same  questions -There is a scoring key The latter two points relate to  standardization
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Interview Unstructured  – Constructed without  thought to consistency in questioning Structured  – Series of job analysis-based  questions which are asked of all job  candidates in the same way and scored on  the same scale Increases the reliability of the process and  more fair comparison of applicants
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The Job Interview Criterion Validity   (always with respect to job  performance) : -Unstructured Interview =  = .11 ( ρ = .20) -Structured Interview =   r  = .34 ( ρ = .57) Gender Differences d = .00 d = .23 Racial Differences d = .13 d = .51
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The Job Interview Unstructured interview questions Where do you see yourself five years from  now? What are your greatest strengths? What are your greatest weaknesses? What subject did you most enjoy in  college? Why should I hire you? Why are you interested in this job?
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The Job Interview Why don’t unstructured interviews work  well? 1)Poor intuitive ability - It seems that people’s intuitive ability, or  “gut reactions” are not that accurate. 2) Lack of job relatedness - The questions in the interview should tap  job-relevant KSAOs. 
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The Job Interview Why don’t unstructured interviews work  well? 3) Primacy effects - Interviewers may make judgments about  an interviewee during the first few minutes  of the interview and then attend only to  later information that confirms this view. 4) Contrast effects
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The Job Interview Why don’t unstructured interviews work  well? 5) Negative information bias - Negative information tends to be weighted  more heavily than is positive information.  6) Interviewer-interviewee similarity - “Similar to me bias.” We tend to like others  who are similar to us, and when we like  people, we see them as more effective.
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The Job Interview Why don’t unstructured interviews work well? 7) Interviewee Appearance
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This note was uploaded on 04/11/2010 for the course BUSINESS CSIT126 taught by Professor Dfaad during the Spring '09 term at Aarhus Universitet.

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Lecture 5 - Personnel Selection, Full Slides, Oct0. 8, 2009...

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