ch 9

Screening vs. Selecting Applicants - Screening Interviews: - Definition: Preliminary interviews, often conducted by HR staff or recruiters. - Purpose: To confirm information from résumés and narrow the applicant pool. - Format: Often conducted via telephone or technology to reduce costs. - Selection Interviews: - Definition: In-depth interviews typically conducted by supervisors or line managers. - Purpose: To assess specific KSAOs (Knowledge, Skills, Abilities, Other attributes) and determine candidate fit.

Interviews act as a recruitment tool where the organization "sells" the job to candidates.
Interviewer warmth and competence increase applicant attraction.

Knowledge Structures: - Definition: Interviewers' beliefs about job requirements and applicant characteristics (e.g., a firm handshake may be equated with confidence). - Issue: Can lead to bias if the knowledge structure is inaccurate.
Impression Management: - Definition: Tactics used by applicants to create a favorable impression. - Honest Self-Promotion: Highlighting true job-relevant abilities (preferred). - Deceptive Strategies: Distorting answers or lying to please the interviewer.
Context Factors:
- Labor Market: In tight job markets (fewer applicants), interviewers are less selective; in slack markets, they are more selective. - Anxiety: Applicant anxiety can negatively impact performance ratings, irrespective of true job capability.

Unstructured Interview: - Definition: An open-ended, conversational interview with minimal constraints. - Characteristics:
- No set questions. - Relies on subjective "gut feelings." - Lacks systematic rating. - Biases: - Vulnerable to primacy (first impressions), recency, and contrast effects (comparison to other candidates). - Validity: Low predictive validity (r = 0.11 to 0.20).
Structured Interview: - Definition: An interview using standardized questions derived from job analysis. - Characteristics:
- All applicants are asked the same questions. - Questions focus on behaviors/work samples. - Ancillary information (résumés) is controlled. - Validity: High predictive validity (r = 0.34 to 0.71) and generally higher reliability.

Situational Interview (SI): - Definition: Asks applicants how they would respond to hypothetical job-related dilemmas. - Premise: Intentions predict future behavior. - Best For: Evaluating both experienced and inexperienced applicants.
Behaviour Description Interview (BI): - Definition: Asks applicants to describe past job-related situations. - Premise: Past behavior is the best predictor of future behavior. - STAR Technique: A probing method including Situation, Task, Action, and Result. - Best For: Applicants with previous work experience.

Critical Incidents Technique: A job analysis method collecting effective/ineffective work behavior examples; serves as a basis for SI and BI questions.
Scoring Guide: - Definition: A standardized tool used to rate answers on a scale (typically 1-5). - Behavioral Anchors: Specific examples representing poor, average, and excellent answers derived from critical incidents.
Standardization: To ensure legal defensibility and reliability, interviewers should score each answer immediately after it is given using the scoring guide rather than making a global judgment at the end.

Panel Interview: - Definition: Conducted by two or more interviewers assessing a candidate simultaneously. - Advantage: Reduces individual bias but can be intimidating for the interviewee.
Serial Interview: - Definition: Involves a sequence of one-on-one interviews. - Advantage: Less intimidating but can be time-consuming for candidates.
Speed Interviewing: - Definition: Involves short (5-15 min) consecutive interviews to quickly fill multiple positions (useful for mass hiring).
Multiple Mini-Interview (MMI): - Definition: A circuit of short stations (8 minutes) where applicants answer specific questions or simulations. - Advantages: High reliability and validity; often used in medical schools.
Puzzle Interview: - Definition: Involves solving brainteasers, e.g., "Why are manhole covers round?" - Issue: Generally not recommended due to low validity and negative applicant reactions.

Asynchronous Video Interviews (AVIs): - Definition: Candidates video-record responses to preset questions without an interviewer. - Pros: Efficient, standardized, and allows review by multiple raters. - Cons: May be perceived as impersonal or "creepy"; negative reactions compared to face-to-face interviews.
Automated Assessments (AI):
- Definition: Uses machine learning to analyze verbal content and nonverbal cues (facial expressions) in AVIs. - Risk: Potential for reproducing biases found in training data (e.g., against women or minorities).

Defensibility: - Structured interviews are more legally defensible due to their standardized and job-related nature.
Bias Reduction: - Structure reduces race and gender bias compared to unstructured interviews.
Prohibited Questions: - Employers should avoid questions unrelated to the job (e.g., regarding marital status or children) to prevent human rights violations.