Selection pt II Flashcards
What does the selection process assume?
That the performance today will be shown if the person is hired in the future. Assumes selection methods and the questions asked have content and predictive validity.
What are Armstrong (2012)’s Interview Skills?
1) Establish rapport
2) Questioning and listening - over preparation is bad
3) Maintaining continuity
4) Keeping control
5) Observing body language - avoid looking down, fiddling
6) Keeping accurate records
What types of questions might an interviewer ask?
Directive: closed, direct response
Non directive: open ended Qs
Situational: hypothetical scenarios, often one you might never have been in to see how you deal with pressure
Behavioural (competency-based): past behaviour examples, previous experience Qs
What are probes in terms of questioning and listening skills (Armstrong, 2012)?
Asking additional questions to follow up the answers and understand better
Why is keeping accurate records important according to Armstrong (2012)?
Interviewees can take subtle notes of key info in order to make the best decision. Can take immediately after rather than during.
Interviewers legally responsible to show how they made their decision so they have to take notes. They need to compare candidates so don’t want to forget candidates.
What are structured interviews?
- Ask same questions to each candidate
- Criteria is the same
- Order is the same
- How you evaluate is the same
- Bias is minimised, has the most predictive validity
What are the problems of structured interviews?
- Can’t probe
- Managers don’t like it as they lack control and cannot follow up questions
- Managers think that they know the best about the job and should be given a chance to get to know the candidate best
- Difficult to prepare it
According to CIPD report, what are the important factors in selection?
- Promptness
- Sincerity
- Accurate CVs
- Good communication
- Responding promptly
- Realistic salary expections
How is impression management used in interviews?
Presenting yourself in the most desirable way, may be seen as arrogant and insincere but research shows that promoting yourself works very well.
How should people answer general attitude questions?
PIE
- Positive
- Interested
- Engaged
You have to be energetic, can’t seem bored, attitude very important. Stress interviews might be created to see if you can stay positive.
How should people answer behavioural questions?
STAR
- Situation
- Task
- Action
- Result
What is the expectancy effect as a criticism of interview preparation?
Expecting you to be good if you are from UoB for example, seeing a strong CV - high degree and expecting them to be smart. May judge them more harshly if expecting a lot from them.
What is primacy as a criticism of interview preparation?
Preparation and initial impression effects lead to quick decisions during the interview and the actual interview becomes a confirmatory exercise. First and last info sticks in people’s mind.
What are the criticisms of the duration of an interview?
- 30 second assessment, stereotyping, halo and horns effect
- Physical appearance influences interviewers
- Non verbal cues influence interviewers
- Similarity effects also bias judgements
What are other general criticisms of traditional interviews?
More weight given to negative information. Interviewers suffer information overload and poor recall. Low reliability among interviewers.
What are the common interviewer mistakes?
Preferences - our own habits, previous experiences
Perceptual baises
Decision making baises
What are perceptual baises?
- Similarity: people like candidates that are similar to them
- Stereotyping
- Halo and horns effect: seeing one positive/negative characteristic and letting it overshadow the whole interview
- 30 second assessment: judgement made in first 30 seconds and this impression sticks in their mind
What is contrast as a decision making bias?
Comparing candidates - it matters how you order them as may forget the first candidate and compare them to the last candidate that sticks in their mind
What is reciprocation as a decision making bias?
Mostly happens in panel interviews, you like one person on a panel and everyone likes someone else and because another panel member backed your decision before, you reciprocate this and back their decision
What is commitment and consistency as a decision making bias?
All previous decisions were effective so regardless of interview performance, a person can be hired anyway. People like to make consistent decisions because we believe our past decisions were good decisions.
What is social proof as a decision making bias?
It happens a lot in panels, everyone on a panel wants a candidate except one person but the final person will just agree as there is “proof” because everyone else is supporting that person (groupthink)
What is liking as a decision making bias?
Picking someone just because you like them, similar to similarity
What is authority as a decision making bias?
CEO on panel interview: all subordinates crush to them, not sharing information, everybody goes with authority decision
What is scarcity as a decision making bias?
A candidate having two job offers already and assuming they are more valuable because two other organisations decided that that candidate was good
