Interviews can be classified along a continuum of

Interviews can be classified along a continuum of structure from unstructured to structured
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Unstructured interviews
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Interview format in which questions are different across candidates and there is no standard
scoring for candidate responses
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Why does it fail to predict future performance?
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Poor intuitive ability
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Lack of job relatedness
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Primacy effects

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Contrast effects
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Negative information bias
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Interviewer-interviewee similarity
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Interviewee appearance
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Nonverbal cues
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Structured interviews
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Interview format in which the questions are consistent across candidates
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Characteristics
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Job analysis
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Same questions for all applicants
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Numerical evaluation
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Anchored rating scales
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Detailed notes
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Increasing structure
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Base questions on job analysis
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Limit promoting by interviewer
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Rate answers given to each question
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Use multiple interviewers per candidate
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Increased structure is associated with
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Success in litigation
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Prediction of job performance
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Greater fairness among minority group members
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But unstructured interviews can be useful for conveying information about the
organization, its values, and its culture
Situational and behavioral interviews
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Candidates are presented with a problem situation and asked how they would respond to the
situation
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Hypothetical, future-oriented
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Candidates are asked how they would respond if confronted with a particular problem
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Experience-based, past-oriented
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Candidates are asked to think about how they handled situations in the past
Work samples
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Test in which the candidate demonstrates proficiency on a task representative of the work
performed in the job
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Advantages
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Valid
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Difficult to fake
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Legal
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Low chance of invasion of privacy
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Limitations
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Mechanical trade
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What person can do
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Time-consuming, costly
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Safety
Situational exercises

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Examinees are presented with a problem situation and asked how they would respond to the
situation
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In-basket test
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Applicants sort through in-basket of things to do
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Predictive of job performance of managers
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Time consuming
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Leaderless group discussions
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Applicants engage in job-related discussions in which no leader has been named
Assessment centers
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Method of assessing job candidates via series of structured, group-oriented exercises that are
evaluated by raters
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Four characteristics
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Management selection and promotion
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Groups of 10 to 20
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Several raters
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Variety of appraisal methods
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In-basket exercises
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Leaderless group discussion
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Management games
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Individual presentations
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Objective tests
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Interviews
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Advantages
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Successful in-selection
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Job-related
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Multiple assessors, multiple observations
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Disadvantages
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Overall, general evaluations
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Similar people
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Cost
Biographical information
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