A brief history of the selection interview: may the next 100 years be more fruitful

Buckley, M. Ronald; Norris, Amy Christine; Wiese, Danielle S.

doi:10.1108/eum0000000005329

Cited by 37 publications

(24 citation statements)

References 41 publications

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“…All the more critically, those in charge of selecting the successful applicant ought to have sufficient data whereupon to base their choices [2]. Due to these characteristic features listed above, it has caught the attention of both practitioners and researchers over the last century [3,4] with efforts for continuous improvements and research for best practices in interview and selection processes being explored [5,6]. There are different dimensions and perspectives to study, analyse and understand the selection process [7].…”

Section: Introductionmentioning

confidence: 99%

Challenges in Recruitment and Selection Process: An Empirical Study

Rozario

Venkatraman

Abbas³

2019

Challenges

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Today's knowledge economy very much depends on the value created by the human resource of an organisation. In such a highly competitive environment, organisations have started to pay much attention to the recruitment and selection process, as employees form their main asset. However, the critical factors involved in the employee selection process is not well studied. Previous studies on the recruitment and selection process have been performed mainly to study the performance of the employees and the criteria attracting the right talent leading to employee retention and organizational efficiency. The distinction of this paper is that it studies the existing recruitment and selection process adopted by tertiary and dual education sectors in both urban and regional areas within Australia. The purpose of this research is to conduct an empirical study to identify the critical aspects of the employee selection process that can influence the decision based on different perspectives of the participants such as, hiring members, successful applicants as well as unsuccessful applicants. Various factors such as feedback provision, interview panel participation and preparations, relevance of interview questions, duration and bias were analysed, and their correlations were studied to gain insights in providing suitable recommendations for enhancing the process.

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Section: Introductionmentioning

confidence: 99%

Challenges in Recruitment and Selection Process: An Empirical Study

Rozario

Venkatraman

Abbas³

2019

Challenges

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“…Employment interviews are among the most commonly used procedures for personnel selection worldwide (Buckley, Norris, & Wiese, 2000; Ryan, McFarland, Baron, & Page, 1999). To ensure that the most qualified candidates are selected, it is necessary for interviewees to be assessed as accurately and reliably as possible.…”

mentioning

confidence: 99%

Is More Structure Really Better? A Comparison of Frame‐of‐reference Training and Descriptively Anchored Rating Scales to Improve Interviewers’ Rating Quality

Melchers

Lienhardt

Aarburg

et al. 2011

Personnel Psychology

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This study provides the first comparison of 2 methods proposed to increase the structure of selection interviews: frame‐of‐reference (FOR) rater training for interviewers and providing interviewers with descriptively anchored rating scales. In contrast to descriptively anchored rating scales, evidence for the efficacy of FOR training for interviewers is still missing even though its effects have been established in other domains. To evaluate the effectiveness of the 2 methods, we used a 2 × 2 design in which both methods were manipulated independently. Participants observed and rated different interviewees’ performance in a set of videotaped interviews. We found that both methods led to substantial, and comparable, improvements in both rating accuracy and interrater reliability in comparison to a control condition in which neither method was used. Furthermore, even though both methods have the same aim (i.e., enhancing the evaluation process by providing a common evaluative standard for raters), combining both methods led to further improvements in rating accuracy beyond the effects of the individual methods. Practical implications for selection interviews are discussed.

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“…Personnel selection techniques, such as the employment interview, have been extensively studied for the last century (Buckly, Norris, &Wiese, 2000). It is widely understood that because no one tool is perfect, and the traditional interview alone is quite unreliable (Buckley, Norris & Wiese, 2000;Deli & Vera, 2003;Hamdani, Valcea, & Buckley, 2014;Macan, 2009), that a selection system with multiple steps should be developed and utilized. Moore (2017) identified three essential elements for an effective hiring process: (1) identification of key qualifications and prior experience necessary for success, (2) a structured interview process aligned to identified skills and abilities essential for success on the job and creation of interview questions and acceptable answers in order to assess whether the candidates possess the identified attributes, and (3) addition of other predictive elements so that decisions are not based solely on paper screening and interviews.…”

Section: Recommendations From Management and Teacher Quality Researchmentioning

confidence: 99%

Understanding Teacher Hiring Practices in Rural, Urban, Suburban Schools in the United States

Kimbrel¹

2019

IJE

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The link between student success and teacher quality has been made clear by decades of research; therefore, it is imperative that principals hire the teachers most likely to impact student outcomes positively. Hiring high-quality teachers is especially important in urban and rural schools where students are more likely to face a variety of family and community-based barriers to learning. This study was designed to examine the actual hiring processes utilized in schools located in urban, rural, and suburban communities in the USA to determine the extent to which differences exist and whether those differences are likely to impact teacher quality. Data were gathered using a survey e-mailed to principals in ten states in the southern and western regions of the United States. Analysis indicated that differences in application, hiring processes, and the criteria used for decision making exist and may result in unequal teacher quality.

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A brief history of the selection interview: may the next 100 years be more fruitful

Cited by 37 publications

References 41 publications

Challenges in Recruitment and Selection Process: An Empirical Study

Challenges in Recruitment and Selection Process: An Empirical Study

Is More Structure Really Better? A Comparison of Frame‐of‐reference Training and Descriptively Anchored Rating Scales to Improve Interviewers’ Rating Quality

Understanding Teacher Hiring Practices in Rural, Urban, Suburban Schools in the United States

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