Interviews - reliability and validity. Good reliability...

Info iconThis preview shows page 1. Sign up to view the full content.

View Full Document Right Arrow Icon
Interviews Another widely used selection technique is the  interview,  a formal, in-depth conversation conducted  to evaluate an applicant's acceptability. In general, the interviewer seeks to answer three broad  questions:  1. Can the applicant do the job? 2. Will the applicant do the job? 3. How does the applicant compare with others who are being considered for the job? Interviews are popular because of their flexibility. They can be adapted to unskilled, skilled,  managerial, and staff employees. They also allow a two-way exchange of information where  interviewers can learn about the applicant and the applicant can learn about the employer. Interviews do have some shortcomings, however. The most noticeable flaws are in the areas of 
Background image of page 1
This is the end of the preview. Sign up to access the rest of the document.

Unformatted text preview: reliability and validity. Good reliability means that the interpretation of the interview results does not vary from interviewer to interviewer. Reliability is improved when identical questions are asked. The validity of interviews is often questionable because few departments use standardized questions. Managers can boost the reliability and validity of selection interviews by planning the interviews, establishing rapport, closing the interview with time for questions, and reviewing the interview as soon as possible after its conclusion....
View Full Document

This note was uploaded on 11/18/2011 for the course MGMT 4375 taught by Professor Eixmann during the Fall '11 term at Texas State.

Ask a homework question - tutors are online