Interviews Flashcards
1
Q
why are interviews so popular?
A
- can sell the company
- personal contact (can assess fit)
- can explain things and ask questions
- interviews less challenged in court
2
Q
structured interview (process)
A
- decide job requirements: formal JA with KSAOs
- gather info on qualifications: standardized search for info on KSAOs
- judge applicant on required qualifications: quantitative eval of separate KSAOs
- make selection decision: rational consideration of costs and benefits
- evaluate interview process: empirical evaluation of judgements against performance criteria
3
Q
unstructured interview (process)
A
- decide job requirements: personal beliefs
- gather info on qualifications: unstandardized search, biased by impression
- judge applicant on required qualifications: categorize on general traits and impressions
- make selection decision: intuitive and general fit judgements
- evaluate interview process: subjective, causal observations of hired personnel
4
Q
two types of structured interview (questions)
A
- situation based
2. experience based
5
Q
situation based (structured interview questions)
A
- questions based on hypothetical situations - future oriented
- ex: “what would you do if X happened….?”
6
Q
experienced based (structured interview questions)
A
- questions based on actual past experiences - past oriented
7
Q
variables influencing outcomes of employment interview
A
- applicant
- personal presentation (non-verbals)
- qualifications/experience with job
- experience with interviews - interviewer
- personal presentation
- training of interviewer
- prior knowledge of job
- goal for interview
- perception of job - situation
- economic forces
- selection ration
- setting
8
Q
impression management (IM)
A
- presenting yourself in a way that makes you look attractive for the position
9
Q
interview reliability (intra vs inter)
A
- INTRAinterviewer reliability
- consistency of single interviewer overtime
- typically high reliability - INTERinterviewer reliability
- similarity of different judgements of same applicant
10
Q
interview validity
A
- validity of interview
- addresses accuracy of prediction - validity of interviewer
- addresses accuracy of assessment
- validity of interview is dependent upon validity of interviewer’s assessments
11
Q
letters of recommendation
A
- one of the most used predictors
- one of the least valid predictors
- biased
- applicants choose the person
- “recommendations” assumes positive outcome
- validity is .10 - .15
- more detailed letters are seen as more credible
- if applicant sees/sends the letter it loses credibility
- can be sued for slander or defamation of character
12
Q
credit reports
A
- credit reports cannot typically be used unless related to the job such as financial jobs
13
Q
biodata / background data / biographical data
A
- assessing past experiences using a questionnaire
- premise: best predictor for future behavior is past behavior
- best questions are those that are verifies
- little adverse impact
- validity is .3 - .7
14
Q
work samples and assessment centers
A
- small replication of job
- very good validity
- good face validity
- little adverse impact
15
Q
work sample (aka situational exercise)
A
- person completes part of the job
1. job cant be too complex (easily samples)
2. things, not people (evaluates)
3. need experience
4. time consuming
5. expensive
