Hlecture8

Hlecture8 - 1 THE EMPLOYMENT INTERVIEW Professor Bruce...

Info iconThis preview shows pages 1–3. Sign up to view the full content.

View Full Document Right Arrow Icon
THE EMPLOYMENT INTERVIEW Professor Bruce Fortado MAN 4301/6305 University of North Florida A recruiter/interviewer should (a) evaluate the information provided by the candidate to assess his/her fit with the job, (b) provide information about the job, (c) sell the organization, and (d) establish goodwill. Interviewing is the most commonly used and most heavily weighted selection method (Dessler, 2009: 128). Do interviewers know what they are doing? Are interviews reliable and valid? Most companies spend more money researching the kind of paint to use for their buildings than they do on how to recognize and measure talent. It is best to be humble. This makes it more likely one will examine the adequacy of practices and attempt constructive revisions. Reliability refers to consistency. One can think in terms of an interviewer making consistent judgments at two points in time. In other words, it should not matter when a candidate is interviewed. One can also think in terms of two different interviewers rendering the same judgment on the same candidate. In other words, it should not matter which interviewer you get, they should all make judgments the same way. Utilizing the same questions would help in either case. Validity refers to assessing job interview judgments with some measure of job related performance. Job analysis could and should be the foundation for the questions. Reliability is a necessary, but not a sufficient condition for a measure to be valid. One could ask the same questions, yet the questions might not be job related. Consistently using the same job related questions would enhance reliability and validity. Criticisms and Concerns Regarding Common Practices Snap Decisions are often made by interviewers. Many interviewers spend about three minutes per resume. Some make a decision in the first five minutes of the interview (the rest is just going through the motions). In other words, they jump to conclusions, an emotional response, off first impressions (Dessler, 2009: 132-33). Critical job related information can be missed. It takes time for people to loosen up in interviews. One really should dig into work histories in order to make an informed decision. There are a number of common potential psychological distortions. The primacy and recency effects refer to the first and the last items standing out, while information in the middle gets less attention. In selection, this could refer to the first and the last things said in an interview, the first and the last interviews in a day and the first and last lines on a resume. The contrast effect refers to the interviewer incorrectly being influenced by the prior and ensuing interviews. Assume a candidate Jane is above average. She may alternatively fall in the following order of interviews: 1
Background image of page 1

Info iconThis preview has intentionally blurred sections. Sign up to view the full version.

View Full DocumentRight Arrow Icon
Avg/Avg/Star/Jane Dog/Dog/Jane/Dog In the first scenario Jane might look average, whereas in the second she might look like a star. Remember, she is in fact above average.
Background image of page 2
Image of page 3
This is the end of the preview. Sign up to access the rest of the document.

This note was uploaded on 07/29/2011 for the course MAN 4301 taught by Professor Fortado during the Fall '09 term at UNF.

Page1 / 5

Hlecture8 - 1 THE EMPLOYMENT INTERVIEW Professor Bruce...

This preview shows document pages 1 - 3. Sign up to view the full document.

View Full Document Right Arrow Icon
Ask a homework question - tutors are online