Podcast
Questions and Answers
What is the primary goal of structuring an interview?
What is the primary goal of structuring an interview?
What type of questions should be asked during a behavioral interview?
What type of questions should be asked during a behavioral interview?
What is the purpose of using a rating system to score answers during an interview?
What is the purpose of using a rating system to score answers during an interview?
Why is it important to focus on the attributes and behaviors needed for the job during an interview?
Why is it important to focus on the attributes and behaviors needed for the job during an interview?
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What is the STAR technique used for in behavioral interviewing?
What is the STAR technique used for in behavioral interviewing?
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Why is it important to use a combination of methods when selecting a candidate?
Why is it important to use a combination of methods when selecting a candidate?
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What type of questions can assess a candidate's initiative?
What type of questions can assess a candidate's initiative?
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What is the purpose of using psychometric tests in the selection process?
What is the purpose of using psychometric tests in the selection process?
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What is a limitation of the 'best practice' psychometric model?
What is a limitation of the 'best practice' psychometric model?
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According to Scholarios (2017), what is more likely to be adopted by organisations?
According to Scholarios (2017), what is more likely to be adopted by organisations?
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What is one of the best practices in selection, according to Mitchell and Gamlem (2012)?
What is one of the best practices in selection, according to Mitchell and Gamlem (2012)?
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What is the primary purpose of ensuring reliability in selection methods?
What is the primary purpose of ensuring reliability in selection methods?
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What is an important aspect of the applicant perspective in selection?
What is an important aspect of the applicant perspective in selection?
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What is an example of a selection method that tends to have high reliability?
What is an example of a selection method that tends to have high reliability?
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Why should recruitment decisions not be solely based on references?
Why should recruitment decisions not be solely based on references?
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What is the primary purpose of validity in selection methods?
What is the primary purpose of validity in selection methods?
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What is a characteristic of the 'best practice' psychometric model?
What is a characteristic of the 'best practice' psychometric model?
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What is an example of a correlation coefficient in selection methods?
What is an example of a correlation coefficient in selection methods?
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What is implied by the statement 'selection is not an isolated process'?
What is implied by the statement 'selection is not an isolated process'?
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What is the purpose of preventing unconscious bias in selection?
What is the purpose of preventing unconscious bias in selection?
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What is a common method preferred by job applicants?
What is a common method preferred by job applicants?
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What is an important factor in user acceptability of a selection method?
What is an important factor in user acceptability of a selection method?
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What is one of the best practices in selection, according to Mitchell and Gamlem (2012)?
What is one of the best practices in selection, according to Mitchell and Gamlem (2012)?
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What is the purpose of standardizing the selection method across applicants?
What is the purpose of standardizing the selection method across applicants?
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Study Notes
Selection
- Factual information to consider when looking at references:
- Length of past employment
- Job title
- Responsibilities
- Overall performance
- Time-keeping
- Reasons for leaving
'Best Practice' Psychometric Model
- Assumptions:
- Selection is objective, systematic, and scientific
- Measurement can predict future job performance
- Limitations:
- Overlooks context
- One-way process, ignoring applicant perspective
The Applicant Perspective
- Selection as interactive process of information exchange and negotiation between organisation and stakeholders
- User acceptability:
- Credibility of method
- Managers' and practitioners' use
- Candidate perception
- Performance-based methods are more favourable:
- More likely to be adopted than less transparent psychometric tests
- Interviews are the preferred method
- Job applicants prefer cognitive tests, interviews, and work samples for respect of privacy and opportunity to perform
Best Practices in Selection
- Structured and rigorous approach
- Use insight from several methods in decision-making process
- Pay attention to candidate experience
- Prevent unconscious bias
Psychometric Quality
- Reliability: consistency of measurement, reducing measurement error
- High physical fidelity with job performance
- Standardised across applicants
- Structured and consistent across assessors
- Example: work simulations have high reliability, while interviews have lower reliability
Validity
- Predicting a job-related criterion
- Showing association between scores on selection method and desired job behavior
- Relationship reported as a correlation coefficient from -.1 to +1.0
- Example: personality test of extraversion correlated with number of sales made by retail worker
Interviews
- Structured interviews predict job performance better than unstructured interviews
- Plan questions carefully before the interview
- Ask all candidates the same questions
- Score answers using a rating system
- Focus on attributes and behaviours needed for the job only
- Have some balance for flexibility allowing for supplementary questions if needed
- Insights from the interview should be supported by data collected with other methods
Behavioral Interviewing
- Ask questions that directly relate to performance on the job
- Follow the job description
- Ask behavioral interviewing questions:
- Situation
- Tasks
- Actions
- Results
- Examples of behavioral questions:
- Planning and organisation
- Initiative
- Communication
- Leadership
- Teamwork
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Description
Learn about the recruitment process, including the importance of references and the limitations of relying solely on references in making selection decisions.
