MOS 3384 – Chapter 8: Interviews and Reference Checks
Mplovment interview: a formal, in-depth dialogue between applicant and one or
more iterviewers who, based on the candidate’s interview performance, make
judgments about the of the job of the job
Dan the applicant do the job? How does he applicant compare with others who
are applying for the job?
Focuses on the specific job-related knowledge, skills and abilities (KSAs]
Nterview formats can be adapted
assesses the match between the applicant’s personality and organizational
sells the firm and aids future recruitment efforts
‘selling” the company to op candidates
lighlight the employment policies, compensation, flexible work arrangements,
career opportunities and overall quality of work life
\t can improve public image:
Interviewees can be potential consumers, clients, and voters.
Facilitates two-way interaction:
>ffers the organization an opportunity to answer the candidate’s questions
garding the job, career opportunities, and company policies.
Three hi factors affect interview outcomes,
Focus of the interview and the constructs measured during the interview;
situational factors affecting interviews; and the type of interviews employed
FOCUS OF INTERVIEWS
Even amongthe best planned and executed interviews, validities vary, depending
oion the constructs being assessed.
Iterviews can assess cognitive ability, motivation, social skills,6 and person-
Capacity to assess is based on structure.
Itructured interviews, in which questions and their sequence predetermined, have
been found to be qualitatively different from those from unstijtructured
uSe interviews to assess job-related knowledge and skills irectly related to the
job, and general mental capabilities
Job knowledge and skill questions are perhaps the most straightforward
questions in the interview, s:
Interview techniques should be appropriate for type of job, representative of the
skills necessary to complete job tasks (written answers for written
communication, verbal communicated answers for social job positions) Areful attention to the choice of interview questions to ensure that they validly
measure relevant job knowledge.
The same construct may have different validity coefficients for differenttypes of
Interviewers attempt to measure mental capapabilities hrough interviews, such
as general intelligence, applied mental skills, creatvity, anc movatioin
Nterviewer ratings of general il intelligence do not tend to have strong
relationship with actual mental ability.
Interview ratings of mental ability di< not correlate strongly with job performance.
Personal Relations Skills
characteristics considered important for successful personal interaction, basic
personality traits and tendencies, applied social skills such as communication
skills, and job-related physical attributes, such as demeanour.
Traits: Want big 5 personality factors:
Extroversion, emotional stabiolity, agreeableness, openness to experience,
conscientiousness (although traits may be differently named, but carry same
Agreeableness, emotional stability most valid at predicting performcance.
applied social skills, such as communication skills, I :erpersonal skills ,
leadership, and persuasion-negotiation skills, are considered very important
eadership skills and interpersonal skills have respective validity
Interview ratings of communication and persuasion skills have not shown great
Job-related physical attributes
Agility, physical ability, stamina, and even physical appearance
O not violate the provisions of the human rights legislation
Not highly valid
Ocus on the applicant’s general values, attitudes, career goals, and interests.
Applicant’s core values relate to quality, appreciation for diversity, customer
Work-related attitudes: pride in the organization, work commitment, and
willingness to be a good organizational citizen.
Valid but questions have to be formulated appropriately, and verifiable so that
interviewees cant just reproduce desired answers
Applicant’s career and occupational interests and goals are of interest t because
they help predict future contribution t
Lave not shown great potential to alidly assess career goals and interests,
because of the “impression management” efforts by the applicant. ITUATIONAL FACTORS AFFECTING INTERVIEW VALIDITY
Four groups: interview questions, interviewer characteristics, applicant
characteristics, and scoring/weighting
[f the questions used are not consistent among interviewers, the responses
cannot be properly compared,
Interviewer stereotypes and halo effect
Emember best the first and last job applicants.
Jnfavourable information las a greater influence I than favourable information.
Lake a decision to hire or not hire before completing the entire interview.
Ask direct job related questions to assess knowledge level, because educational
backgrounds/course work varies by profs and by programs, can they apply
knowledge their education is supposed to have provided them with?
Pre-interview impressions refer to applicant eval uations formed on the basis of
information available to an interviewer before the interview begins. ]
Susceptible to confirmatory bias, in hich interviewers seek information that
supports or confirms viewpoints they already hold. I
Cnowledge structures: beliefs (often erroneous) about what the job requires and
who the appli cant is
Stereotypes, c; personality traits as they relate to physical appearance,
Halo effect: an error in which positive, limited information about n applicant
biases the interviewer To believe other characteristics are Also positive
Eading questions: questions that “telegraph” the desired answer to the applicant
because of veak wording
Interviewer domination: interviewer use of the interview to brag about their own
successes, oversell the firm, or carry on a social job-relevant information from the
job-relevant information from the alicant
\ttribution of causes
interviewer’s initial impressions affect the way he or she conducts tne inter?w.
preconceptions guide the way he or she processes and uses all this information.
Interviewe ith higher levels of general mental ability may be able to interpret
complex social behave>urs more accurately. I
Similarity to applicants I
Interviewer Inflate the interview ratings of candidates with similar characteristics.
Female interviewers tend to report better interv