BADM 7070 Chapter : Interview Assessment Of Big 5
Document Summary
Interviews assessing the big 5 personality traits: barrick, patton, & haughland (2000) Interviewers can effectively measure some personality traits such as extraversion (was measured best), openness to new experience (was measured 2nd best), and. However, the two traits most closely associated with job performance (increase predictive validity) across jobs (conscientiousness and emotional stability) were not effectively assessed by interviewers. They are very difficult to identify in an employment interview because the interviewees are trying to put their best foot forward, engaging in impression management techniques. Applicants are trying to portray themselves as dependable, hardworking, and persistent (high c) and calm, stable, and confident (high es) in the employment interview context applicants are self- promoting rather than ingratiating. Stranger ratings of an individual"s c and es are more accurate than interviewer ratings. Structured interviews seemed to help interviewers most in assessing personality characteristics. However, the amount of improvement in assessment was moderate over the use of an unstructured interview process.
