BU408 Lecture Notes - Lecture 3: Impression Management, Structured Interview, Confirmation Bias
Document Summary
Unstructured interviews: uncommon, can lead to biases. Structured interview: every candidate gets the same questions, an interview consisting of a standardized set of job-relevant questions; a scoring guide is used, have greater reliability and predictive validity than unstructured interviews. Interview structure is not a dichotomous variable (i. e. , structure varies along a continuum: can be semi-structured, for heightened validity and reliability, the more structure, the better, components that contribute to employment interview structure: (best practices) Interview questions are derived from a job analysis: all applicants are asked the same qs. Interviewing can be a very difficult balancing act, trying to keep the questions job-relevant, keeping real-time notes and assessment, etc. If they"(cid:396)e all e(cid:395)ually i(cid:373)po(cid:396)ta(cid:374)t qs (cid:449) the sa(cid:373)e (cid:373)easu(cid:396)e(cid:373)e(cid:374)t tech(cid:374)i(cid:395)ue, add the(cid:373) up: not only are structured interviews less vulnerable to bias than unstructured interviews, but applicants perceive them as more job-related &, thus, fairer.
