The ATIC idea is intriguing to me. Perhaps by not providing interview questions ahead of time we can assess the individual’s ability to identify what interviewers are looking for? Doesn’t the idea of ATIC seem like a job-relevant construct that might be important to identify? I can think of situations where “reading between the lines” or understanding what an employee is trying to communicate (often not very clearly) is very important in a business setting.
I found it interesting that ATIC had a low correlation with cognitive ability. It kind of shows that social skills are not always related to intelligence. How else do they measure things like social intelligence? Could you measure this directly (i.e., not using hypothetical situations on a questionnaire)? Maybe put a bunch of people in a room and see how awkward they are or are not!?! haha
I was thinking the same thing Vicki doesn't it seem like interviews are tapping into an important skill (of course important for some jobs while not so important for others) of being able to asses what people are REALLY asking for? What kinds ofnjobs might this skill be especially important for?
Similarly, I was thinking that this may be a valuable skill to be able to quickly identify the constructs or what the interviewers are looking for. Can this be an additional criterion to measure in relation to performance on the job?
This is an interesting research study, identifying a context-specific operationalization of a construct that can be hard to 'tap' or pin down (social effectiveness). How effective at supervision when one is low on this individual difference factor?
The ATIC idea is intriguing to me. Perhaps by not providing interview questions ahead of time we can assess the individual’s ability to identify what interviewers are looking for? Doesn’t the idea of ATIC seem like a job-relevant construct that might be important to identify? I can think of situations where “reading between the lines” or understanding what an employee is trying to communicate (often not very clearly) is very important in a business setting.
ReplyDeleteI found it interesting that ATIC had a low correlation with cognitive ability. It kind of shows that social skills are not always related to intelligence. How else do they measure things like social intelligence? Could you measure this directly (i.e., not using hypothetical situations on a questionnaire)? Maybe put a bunch of people in a room and see how awkward they are or are not!?! haha
ReplyDeleteI was thinking the same thing Vicki doesn't it seem like interviews are tapping into an important skill (of course important for some jobs while not so important for others) of being able to asses what people are REALLY asking for? What kinds ofnjobs might this skill be especially important for?
ReplyDeleteSimilarly, I was thinking that this may be a valuable skill to be able to quickly identify the constructs or what the interviewers are looking for. Can this be an additional criterion to measure in relation to performance on the job?
ReplyDeleteHow likely do you think it is that management or selection specialists would buy into this approach?
ReplyDeleteThis is an interesting research study, identifying a context-specific operationalization of a construct that can be hard to 'tap' or pin down (social effectiveness). How effective at supervision when one is low on this individual difference factor?
ReplyDelete