Interviews can be classified along a continuum of structure from unstructured

Interviews can be classified along a continuum of

This preview shows page 17 - 20 out of 22 pages.

Interviews can be classified along a continuum of structure from unstructured to structured o Unstructured interviews o Interview format in which questions are different across candidates and there is no standard scoring for candidate responses o Why does it fail to predict future performance? Poor intuitive ability Lack of job relatedness Primacy effects
Image of page 17
Contrast effects Negative information bias Interviewer-interviewee similarity Interviewee appearance Nonverbal cues o Structured interviews o Interview format in which the questions are consistent across candidates o Characteristics Job analysis Same questions for all applicants Numerical evaluation Anchored rating scales Detailed notes o Increasing structure o Base questions on job analysis o Limit promoting by interviewer o Rate answers given to each question o Use multiple interviewers per candidate o Increased structure is associated with Success in litigation Prediction of job performance Greater fairness among minority group members o But unstructured interviews can be useful for conveying information about the  organization, its values, and its culture Situational and behavioral interviews o Candidates are presented with a problem situation and asked how they would respond to the  situation o Hypothetical, future-oriented o Candidates are asked how they would respond if confronted with a particular problem o Experience-based, past-oriented o Candidates are asked to think about how they handled situations in the past Work samples o Test in which the candidate demonstrates proficiency on a task representative of the work  performed in the job o Advantages o Valid o Difficult to fake o Legal o Low chance of invasion of privacy o Limitations o Mechanical trade o What person can do o Time-consuming, costly o Safety Situational exercises
Image of page 18
o Examinees are presented with a problem situation and asked how they would respond to the  situation o In-basket test o Applicants sort through in-basket of things to do o Predictive of job performance of managers o Time consuming o Leaderless group discussions o Applicants engage in job-related discussions in which no leader has been named Assessment centers o Method of assessing job candidates via series of structured, group-oriented exercises that are  evaluated by raters o Four characteristics o Management selection and promotion o Groups of 10 to 20 o Several raters o Variety of appraisal methods o In-basket exercises o Leaderless group discussion o Management games o Individual presentations o Objective tests o Interviews o Advantages o Successful in-selection o Job-related o Multiple assessors, multiple observations o Disadvantages o Overall, general evaluations o Similar people o Cost Biographical information o
Image of page 19
Image of page 20

You've reached the end of your free preview.

Want to read all 22 pages?

  • Fall '14
  • SarahJaneRoss
  • Psychology, researcher

  • Left Quote Icon

    Student Picture

  • Left Quote Icon

    Student Picture

  • Left Quote Icon

    Student Picture