I recently spoke with a friend of mine who interviewed for a job. She told me that her interviewer emailed her an outline of what they would cover in the interview. She said, the interviewer basically gave her the questions that she would be asking in the interview. I've never heard of this before.
Do you think that providing the questions ahead of time would increase or decrease someone's likelihood to report their ideal behavior?
I would think organizations would be more interested in selecting for typical performance, but many of our selection predictors seem to test maximum performance. What are some other predictors that might be better for predicting typical performance?
From an organizational perspective, would we want people to provide real or ideal answers? That is, if the individual provided an ideal answer, can we assume that he or she will really act in that manner? If the individual provided a real answer, can we again assume that he or she will really act in that manner? This kind of goes back to the faking discussion we talked about before – do we want people to answer honestly or provide what they think would be best in the situation?
The article mentioned the benefit of very stressful and highly tense jobs using the SI approach to measure both typical and maximum performance. However, is it then assumed that the BDI approach is good for jobs that only require typical performance? With that, don't most companies want applicants that can perform at the maximum level (i.e., highest performance)? Often, we are taught this in class that employers prefer the top applicants vs. selecting those who meet the cutoff/typical or minimum performance required.
I think it is likely that BDI questions may be harder to answer for a variety of reasons unrelated to motivation or ability including mere nervousness making recall of similar incidences -if they exist- difficult. Do you think interviewees would respond more positively to BDI questions or to SI questions?
Do you think the reason that Sis predicted maximum performance in contrast to BDIs which only predicted typical performance is because Sis are related to cognitive ability (Day, 2003), which is known to predict high performance on job?
It is interesting that the authors say that both BDI and SI assess primarily motivation rather than ability. Why is it difficult to keep in mind the difference between typical and maximum performance?
I recently spoke with a friend of mine who interviewed for a job. She told me that her interviewer emailed her an outline of what they would cover in the interview. She said, the interviewer basically gave her the questions that she would be asking in the interview. I've never heard of this before.
ReplyDeleteDo you think that providing the questions ahead of time would increase or decrease someone's likelihood to report their ideal behavior?
I would think organizations would be more interested in selecting for typical performance, but many of our selection predictors seem to test maximum performance. What are some other predictors that might be better for predicting typical performance?
ReplyDeleteFrom an organizational perspective, would we want people to provide real or ideal answers? That is, if the individual provided an ideal answer, can we assume that he or she will really act in that manner? If the individual provided a real answer, can we again assume that he or she will really act in that manner? This kind of goes back to the faking discussion we talked about before – do we want people to answer honestly or provide what they think would be best in the situation?
ReplyDeleteThis comment has been removed by the author.
ReplyDeleteThe article mentioned the benefit of very stressful and highly tense jobs using the SI approach to measure both typical and maximum performance. However, is it then assumed that the BDI approach is good for jobs that only require typical performance? With that, don't most companies want applicants that can perform at the maximum level (i.e., highest performance)? Often, we are taught this in class that employers prefer the top applicants vs. selecting those who meet the cutoff/typical or minimum performance required.
ReplyDeleteI think it is likely that BDI questions may be harder to answer for a variety of reasons unrelated to motivation or ability including mere nervousness making recall of similar incidences -if they exist- difficult. Do you think interviewees would respond more positively to BDI questions or to SI questions?
ReplyDeleteDo you think the reason that Sis predicted maximum performance in contrast to BDIs which only predicted typical performance is because Sis are related to cognitive ability (Day, 2003), which is known to predict high performance on job?
ReplyDeleteIt is interesting that the authors say that both BDI and SI assess primarily motivation rather than ability. Why is it difficult to keep in mind the difference between typical and maximum performance?
ReplyDelete