What do you guys think about those interview questions that you always get asked in interviews (e.g., Q: What is your greatest weakness? A: I work too hard)? Do you think employers are likely to give these types of questions up for more structured interviewing techniques?
How can we educate the general public (i.e., job applicants) to inform them of the potential gains in validity and reliability of using structured interview techniques? If applicants continue to have negative reactions to these interviews, what other methods might we use to gather the same types of information?
I agree with Amy, I feel like organizations want to ask the right questions but may not know how to develop the a proper one. I have been apart of some pretty bad interviews and some of the materials that our corporate office sent us were pretty bad and general questions. How do organizations balance being general when asking about specific job behaviors?
A lot of it may go back to whether companies/organizations have job analyses. There is a whole set of interrelated aspects here that take quite a bit of education to demonstrate to leaders why these steps (developing situational or behavioral structured interviews or the other tools) lead to improved selection of candidates who in turn perform better. We need to get good at teaching and coaching -inside and from the outside.
The benefits of structured interviews are clear based on today's readings. What can we as I-O psychologists do to help HR professionals become more comfortable with using more structured interviews? Might practice using them help HR professionals feel more natural and able to build rapport with applicants while at the same time increasing the validity of their interviews?
I’m not completely satisfied by the state of the research on interview – I just feel like we should know more. Also, the articles were not clear on their incremental validity… What do you think are some future directions for interview research?
What do you guys think about those interview questions that you always get asked in interviews (e.g., Q: What is your greatest weakness? A: I work too hard)? Do you think employers are likely to give these types of questions up for more structured interviewing techniques?
ReplyDeleteHow can we educate the general public (i.e., job applicants) to inform them of the potential gains in validity and reliability of using structured interview techniques? If applicants continue to have negative reactions to these interviews, what other methods might we use to gather the same types of information?
ReplyDeleteI agree with Amy, I feel like organizations want to ask the right questions but may not know how to develop the a proper one. I have been apart of some pretty bad interviews and some of the materials that our corporate office sent us were pretty bad and general questions. How do organizations balance being general when asking about specific job behaviors?
ReplyDeleteAlso, since there are such legal ramifications for unstructured interviews, how do we persuade and advice companies who are still not doing so?
ReplyDeleteA lot of it may go back to whether companies/organizations have job analyses. There is a whole set of interrelated aspects here that take quite a bit of education to demonstrate to leaders why these steps (developing situational or behavioral structured interviews or the other tools) lead to improved selection of candidates who in turn perform better.
ReplyDeleteWe need to get good at teaching and coaching -inside and from the outside.
The benefits of structured interviews are clear based on today's readings. What can we as I-O psychologists do to help HR professionals become more comfortable with using more structured interviews? Might practice using them help HR professionals feel more natural and able to build rapport with applicants while at the same time increasing the validity of their interviews?
ReplyDeleteI’m not completely satisfied by the state of the research on interview – I just feel like we should know more. Also, the articles were not clear on their incremental validity… What do you think are some future directions for interview research?
ReplyDelete