Using Interviewing in Selection

Blackman, Melinda C.

doi:10.1002/9781118972472.ch9

Cited by 7 publications

(3 citation statements)

References 85 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…One explanation for these negative reactions is that interviewers (and applicants) might believe that different interviewing methods are more efficacious for assessing different applicant characteristics (Dipboye, 1994). Indeed, some person-perception researchers argue that highly structured interviews are well suited to assessing applicants' knowledge, skills, and abilities, but that less structured forms of interviewing should produce more valid assessments of personalityrelated characteristics (Blackman, 2006(Blackman, , 2017Funder, 2012). Another possible explanation for this resistance to structured interviewing is that interviewers expect to use the interview to accomplish other goals beyond assessing applicant characteristics (e.g., Eder, 1999;Klehe, 2004).…”

Section: Interviewing To Assessmentioning

confidence: 99%

“…First, our findings suggest that a fuller understanding of the interview requires an integrative theoretical perspective on interviewing goals and behaviors. Psychometric and person-perception approaches mainly apply to phenomena involved in pursuing the assessment goal (e.g., Blackman, 2006Blackman, , 2017Sackett et al, 2022); impression management theories mainly apply to the goal of making a positive impression (e.g., Wilhelmy et al, 2016); and psychological contract theory mainly applies to the goal of informing applicants about the job and organization (e.g., Coyle-Shapiro et al, 2019). However, our theoretical model suggests that interviewers flexibly adopt multiple goals simultaneously, rendering each of these theoretical approaches deficient on their own for explaining the social dynamics of the interview.…”

Section: Theoretical Implicationsmentioning

confidence: 99%

See 1 more Smart Citation

What are interviews for? A qualitative study of employment interview goals and design

Wingate,

Bourdage

2024

Human Resource Management

View full text Add to dashboard Cite

The employment interview is among the most versatile of staffing tools. Yet, the interview is rarely studied as a multipurpose tool. If the interview is used to serve multiple goals, then the interview can be effective (i.e., valid), and effectively designed, in multiple ways. The current study uses qualitative methodology to develop an inductive theory of interview goals and design based on conversational interviews with 29 experienced professional interviewers. Transcript data were analyzed with template analysis grounded in a postpositive epistemology and objectivist ontology. Results suggested that the interview is primarily used to serve three broad goals: performing a targeted assessment, making a positive impression, and informing the applicant. Interviewers reported a variety of strategies for adapting the interview to achieve and balance these goals. In short, findings suggest that the interview is used in multiple ways that have received very little research attention. These findings imply that the concept of interview validity should be expanded to include multiple interviewing goals, and that interview design should be understood as a complex function of these goals. Further implications for the research, theory, and practice of employment interviews are discussed.

show abstract

Section: Interviewing To Assessmentioning

confidence: 99%

Section: Theoretical Implicationsmentioning

confidence: 99%

What are interviews for? A qualitative study of employment interview goals and design

Wingate,

Bourdage

2024

Human Resource Management

View full text Add to dashboard Cite

show abstract

“…Nerad et al identify the use of interviews as part of the recruitment and selection process and acknowledge their use by universities in a range of countries [33] (p. 67). Whilst interviews can, when used correctly, be useful indicators of the appropriateness of a candidate [34], they are not sacrosanct. Furthermore, although they can give a snapshot of the candidate on the day, they are no predictor of the following three to four years.…”

Section: Sambrook Et Al Argue That 'mentioning

confidence: 99%

Monitoring the Progress of Doctoral Students

Brooks

2023

Encyclopedia

View full text Add to dashboard Cite

Doctoral students, graduate students, or postgraduate researchers (PGRs) are those students who undertake a research degree culminating in a thesis of original work. In this entry-level paper, they will generally be referred to as PGRs, as this demonstrates the importance of their contribution to the global research culture. In the UK, doctorates, usually a PhD but also professional doctorates, are typically three to four years in length full-time or six years part-time and are undertaken as an individual study. Research degrees are therefore unlike undergraduate and master’s programmes as they are not taught in a classroom with other students. PGRs can therefore suffer from an isolating student experience. Student monitoring refers to systems which track PGR engagement, progress and attendance. They can therefore be used to ensure that the PGR is present on the programme and submitting work, often in accordance with pre-set deadlines. Although doctorates internationally do have many similarities, there are also significant differences. This entry manuscript will be focused on UK doctoral study, although references will be made to the international stage as appropriate.

show abstract

Nonverbal behavior of interviewers influences the competence ratings of observers in recruitment interviews: a study investigating social influence using 360-degree videos with virtual reality and 2D screen displays

et al. 2021

View full text Add to dashboard Cite

This study examined whether an interviewer’s nonverbal behavior influences observers’ competence ratings in a recruitment interview using 360-degree videos experienced with immersive virtual reality (VR-cardboard) and 2D screen displays. Participants (n = 110) observed a recruitment interview and assessed three competences of the applicant (behavior in a team, customer care, and sales skill). We used a 2 × 2 design with the nonverbal behavior (positive vs. negative) of the interviewer and display type (VR-cardboard vs. 2D screen display) as between-subjects factors. After observing interview sequences and providing competence ratings, participants also rated different aspects of immersion using the augmented reality immersion questionnaire (ARI; Georgiou and Kyza in Int J Hum Comput Stud 98: 24–37, 2017) and their overall satisfaction with the experience. For two of the three competences (customer care and behavior in a team), we found that observers gave higher competence ratings when the interviewer’s nonverbal behavior was positive compared to when it was negative. This social influence effect was similar for 360-degree videos experienced with immersive VR and 2D screen displays. VR resulted in higher immersion than 2D screen displays regarding the dimensions of flow and presence. Our results suggest that the ARI questionnaire can be used to reliably assess 360-degree videos experienced with immersive VR and 2D screen displays.

show abstract

Using Interviewing in Selection

Cited by 7 publications

References 85 publications

What are interviews for? A qualitative study of employment interview goals and design

What are interviews for? A qualitative study of employment interview goals and design

Monitoring the Progress of Doctoral Students

Nonverbal behavior of interviewers influences the competence ratings of observers in recruitment interviews: a study investigating social influence using 360-degree videos with virtual reality and 2D screen displays

Contact Info

Product

Resources

About