Validating the interview selection process


If the interview is specifically designed to examine job-related competencies in an organised and methodical way then there is a better chance that it will predict future performance than if it is conducted in a haphazard fashion.

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How many of those interviews followed the recommendations that have emerged from the research you have read so far in this section of the unit? Higher validates tended to be obtained when: As you can see, these measures are designed to restrict the impact of human biases or decision-making heuristics on the outcome of the interviews.

It appears that interview performance is significantly related to, but not the same as, intelligence.

In Reading 1.1 (p.456) Robertson and Smith (2001) present a useful succinct discussion of the construct validity of interviews.

Given that an interview forms the bulk of many selection processes, the fact that it captures data on individual differences that are also captured by other selection methods is perhaps desirable.

For example, if the interview captures good data on personality then might there be an argument that the omission of a personality questionnaire from the selection process is less of a problem?

Therefore, typical selection interviews tend to have broad construct validity: this is perhaps re-assuring as they tend to dominate many selection procedures.

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