What do interviews measure Lots of things Personality job knowledge skills

What do interviews measure lots of things personality

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What do interviews measure? Lots of things! - Personality, job knowledge, skills, cognitive ability, person-organization fit. The actual questions and content that structured interviews cover often come from critical incidents. Structured Interview Unstructured Interview Job knowledge Technical skills Personality Social Skills Personality Social Skills Fit do & Moscoso (2002) & Huffcutt and colleagues (2001)
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INTERVIEWS: VALIDITY EVIDENCE McDaniel et al. (1994) Structured (Behavioral) interviews = ~.60 Unstructured interviews = ~.30 More recent evidence: Schmidtt et al. (2016) – the validities of the two different interview types may actually be closer than we believed. Structured = .58 Unstructured = .58 Downside: interviews are time intensive and should be done as individual assessments making them costly .
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INFLUENCES ON INTERVIEWS Lots of potential confounding influences can occur within the interview context. Fairness might be an issue if proper steps aren’t taken. Structured interviews that ask all candidates the same questions & have detailed scoring formats can work to lessen these effects.
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INTERVIEWS: BEST PRACTICES Utilize structured interviews. Use situational or behavioral questions that are closely related to the actual behaviors necessary for effective job performance. Create detailed rating scales to help evaluators determine scores. Have managers attend trainings/workshops to help educate them about the value of structured interviews.
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ASSESSMENT CENTERS Characterized by Multiples: Multiple Exercises Examples include: Case Study, Presentation, Role Play, Leaderless Group Discussion, Written Exercises (aka In- Basket) Multiple Competencies/Dimensions Examples include: Communication, analytical skills, interacting skills Multiple Assessors Multiple trained individuals rate candidate’s performance ( can be supervisors, or external experts like I/O psychologists )
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DIMENSION X EXERCISE MATRIX Dimensio ns Exercises Group Discussion Presentation Role Play Information Seeking X X Problem Solving X X Oral Communicatio n X X X Planning and Organizing X X Leadership X Conflict Management X X
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HISTORY OF ASSESSMENT CENTERS Used in World War II to select spies Developed false histories and identities that they maintained throughout their assessment Were assessed on attention to detail and memory, interrogation ability, and leadership They were given alcohol, interrogated, and put in stressful situations where assessors tried to get them to break cover
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ACS: VALIDITY EVIDENCE Job Performance: = .37 Validity is highest when trained psychologists and/or managers serve as raters High correlations with other constructs: .67 with cognitive ability .50 with openness .50 with extraversion But, still incremental validity over g and personality
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ASSESSMENT CENTERS, CONT.
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