5 Interviews

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D842 Flashcards on 5 Interviews, created by mifrrole on 15/04/2013.
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Flashcards by mifrrole, updated more than 1 year ago
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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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