Question | Answer |
Interviews - Use of | Interviews are generally used for assessing a candidate's social skills, cognitive ability, and organisational fit. Two-way process, allows candidates to find out more about the firm, and assess its desirability for their own preferences and requirements from a job. |
Interviews - 2 Perspectives | 1 Objectivist psychometric perspective - most common, assumption of objectivity & accuracy in assessment of candidate's suitability for a job. 2 Subjectivist social-interactionist perspective - process seen more as a socially based negotiation, with equal balance of power, towards achieving a psychological contract wrt their mutual expectations in future working relationships. |
Objectivist - Types and Formats | Types: Situational, Job-related, Psychological, Competency. Delivery formats can include: One-to-one; Panel/Board; Structured/focussed/unstructured. Relative validities: Panel higher than individual assessor (Avery & Campion, 1982) - flawed, due to structure & format issues ; Unstructured panel higher than unstructured single interviewer; Structured one-to-one @ 0.43 higher than panel @ 0.32 (McDaniel et al. 1984), structured one-to-one probably most valid overall. |
Objectivist - Development | Job analysis to identify key KSAs. Then degree of structure dependent, two most common structured are the situational and behavioural, for which Critical Incident Technique often used. Another version (Schmidt & Rader, !999), more empirical, long-winded: 1 job analysis, 2 interview outstanding performers, 3 interview good and poor performers, 4 hence derive items and establish scoring key. Can almost become an "orally-administered psychometric test", extreme version of interview. |
Objectivist - Content types 1, BPDI | BPDI - Behavioural PatternedDescription Interview (Janz, 1982 & 1986); Again assuming past performance predicts future behaviour, use Job analysis, and critical incident technique, to distinguish effective from ineffective performance, hence establishing/devising 5 - 10 "performance dimensions", which then checked by a "job expert" (e.g. supervisor) |
Objectivist - Content types 2, Situational Interview (Latham et al. 1980) | Devising hypothetical situations, also using critical incident technique, but emphasis now on exploring potential future behaviour. Then, using "job experts" to devise potential responses, and rate them - BARS (Behavioural Anchored Rating Scale);Lower minority discrimination than panel ratings (Lin et al. 1992, & less gender bias (Maurer & Lee 1994); Candidate-favoured (Latham & Finnegan 1993); Development costs high - may only be cost-effective for larger organisations. |
Objectivist - Number of Interviews | Possibly a cultural-dependent aspect, e.g. France often has several, allowing several potential future contact-persons to the applicant to be involved for assessment and mutual evaluation. In the UK, tend to have fewer interviews, at least after the milk-round! |
Objectivist - Reliability and Validity | Can be high, ~ 0.51, rising to 0.63 when used in conjunction with cognitive ability tests (Robertson & Smith 2001). Situational Interviews tend to have the highest validity, rising as high as 0.50 when restriction of range allowed for. Situational interviews have more commonly been used for low-complexity roles. Structured interview becoming reduced to little more than a work-sample test. |
Objectivist - Error and Bias in interviewers' decision-making process | Race, gender, appearance, age, attitude, non-verbal behaviour (Avery & Campion 1982); Attributional Judgements (Miller & Ross 1975);"Similar to me" effect (both candidate and/or interviewer);"Halo" & "Horns" effects; Candidate ordering - primacy & recency; First impressions - "temporal extension" (Anderson & Shackleton 1993); Interviewer cognitive overload. |
Subjectivist - Factors for success | Successful candidates experience fewer interrogative and more conversational sequences; note also fewer interruption rates and lower question and answer response latency (McComb & Jablin 1984); Balanced "push-pull" behaviours, with turn-taking. Initial opening, first 4-7 minutes important for shaping power dynamics (Springbett 1958) |
Subjectivist - Attributions and Process | Cahn's (1976) "Self-validation" model - 2 processes: 1) "self-concept formation", & 2) "meta-self-concept formation"; Attributional effects, Sylvester (f) 1997, 2002, similar to Miller & Ross above; Tacit interview rules (Shaw 1983) - applicants' views as to how inerview should proceed e.g. interviewer not paying enough attention, apparent disinterest in quoted qualifications |
Subjectivist - Perceptions | "Similar to me" effect again, now how the candidate likes the assessor; general effect of context, as to perceptions each of the other. |
Subjectivist - Impression Management | Ingratiating, faltering/complimenting behaviours, candidates offering favours(!) to enhance likeability. Re competency aspect - more self-promotion; fearlessness - displays of anger and intimidation; Entitlement Statements. |
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