Tools for Successful Selection Interviews

The Paradox of Interviews The most widely-used hiring tool among practitioners Yet are widely criticized by researchers –unreliable –susceptible to bias –poor validity

Why are Interviews So Popular?

Problems with Interviews Reduces reliability Opportunity for disparate treatment Questions often aren’t job related Lack of structure/standardization

Problems with Interviews Positive or negative Unintended or intentional –Physical attractiveness; similarity –What you ask, how you interpret, non-verbal cues, self-fulfilling prophecy Opportunity for bias

Problems with Interviews Nervousness Coaching Faking Interview behavior may not reflect KSAs

Legal Status of Interviews Not widely litigated But potential for adverse impact is high Courts have been concerned about subjectivity and lack of structure –subjective procedures now subject to closer scrutiny (Watson v. Ft. Worth Bank & Trust, 1988) Questions may be used to infer discriminatory intent if not job-related

Recommendations Assess the candidate Provide an RJP Convince the applicant to accept a position Marketing of the company Determine the primary purpose of interview

Recommendations Focus on KSAs for which interviews are best suited KSAs in an hour interview Limit the scope of interviews

Recommendations Prior information --> first impression effect – which reduces reliability and validity Limit to information that is relevant to the job and to the interview –e.g., should not be aware of test scores Limit the amount of pre-interview information

Recommendations Pre-planned, standardized questions Focus on behavior, not traits Standardized rating system Use Structured Interviews

Types of Structured Interviews Behavior Description interviewing –How have you handled situations before? Situational interviewing –How would you respond to hypothetical job situation? Case interviews –Can you demonstrate reasoning skills in logic puzzle questions?

Benefits of Structured Interviews Increases job relatedness –Ensures that interviewers are aware of KSAs –Also easier to document if needed Reduces disparate treatment and increases reliability Reduces problems of coaching

Recommendations Interviews are to gather information, Decision making should be based on complete set of information Don’t make decisions during the interview

Recommendations Awareness of KSAs for the job Awareness of biases Listening skills Illegal questions How to put interviewee at ease Train interviewers