Is there structure in the selection interview? Evidence from hotels in Switzerland

Abstract

Many studies have shown that structured interviews have better predictive validity than unstructured interviews. The aim of this study was then to examine if recruiters in Swiss hotels use structured interviews to select candidates. Results obtained on 150 recruiters indicate that selection interviews are rather unstructured. They also show that selection interviews are more structured in larger hotels than in smaller hotels and in chain hotels than in independent hotels. Finally, and contrarily to one of the hypotheses, selection interviews are not more structured in 4-star and 5-star hotels than in 3-star hotels.

Telling stories to communicate the value of the pre‐employment structured job interview

“…The structured job interview, in particular, has received considerable attention as an effective preemployment assessment method (Levashina, Hartwell, Morgeson, & Campion, 2014). However, structured interviewing continues to be resisted by managers (Dana, Dawes, & Peterson, 2013;Fernandez & Pougnet, 2018;Lievens & De Paepe, 2004). For instance, Nolan, Carter, and Dalal (2016) found that managers feel that their sense of job-related competence is threatened if they use structured interviews.…”

“…In the present paper, we examined the efficacy of storytelling for overcoming managers’ resistance to the structured interview. We chose to focus on the structured job interview because, despite a great deal of empirical evidence supporting its effectiveness in the selection process, HR professionals continue to rely on intuition‐based interview methods (Fernandez & Pougnet, ; Lievens & De Paepe, ; Tsai, HsinHung Chen, Chen, & Tseng, ; Van der Zee et al, ). In Study 1, using a general adult sample, we examined the persuasive benefits of storytelling over rational advice for communicating the value of structured interviews.…”

Telling stories to communicate the value of the pre-employment structured job interview

“…The structured job interview, in particular, has received considerable attention as an effective pre-employment assessment method (Levashina, Hartwell, Morgeson, & Campion, 2014). However, structured interviewing continues to be resisted by managers (Dana, Dawes, & Peterson, 2013;Fernandez & Pougnet, 2018;Lievens & De Paepe, 2004). For instance, Nolan and colleagues (2016) found that managers feel that their sense of job-related competence is threatened if they use structured interviews.…”

“…In the present paper, we examined the efficacy of storytelling for overcoming managers' resistance to the structured interview. We chose to focus on the structured job interview because, despite a great deal of empirical evidence supporting its effectiveness in the selection process, human resource professionals continue to rely on intuition-based interview methods (Fernandez & Pougnet, 2018;Lievens & De Paepe, 2004;Tsai, HsinHung Chen, Chen, & Tseng, 2016;Van der Zee et al, 2002). In Study 1, using a general adult sample, we examined the persuasive benefits of storytelling over rational advice for communicating the value of structured interviews.…”