PSYC 3700 structured interview
workshop correctly answered to pass
problems with unstructured interviews - correct answer ✔✔- poorly related to job performance
- no prepared questions
- no clear purpose to questions
- no consistency in scoring/ranking candidates
- candidates do not all get same questions
- not based on job analysis
structured interview benefits - correct answer ✔✔- good predictor of job performance
- reduces interviewer bias
- defensible in legal challenges
- based in job analysis and bona fide legal requirements
- increase standardization
- increase psychometric properties
job content/ technical questions - correct answer ✔✔ex. describe how to encrypt a usb drive
situational questions - correct answer ✔✔ex. what would you do if...
can be used if client has little experience
assess soft skills
less predictive validity than behavioural
, behavioural questions - correct answer ✔✔tell me about a time when...
- good predictive validity
should be about:
- specific past behaviours
- open ended
- in own words
what to do in no response dilemma - correct answer ✔✔- be patient
- take your time in the beginning
- remember that time feels different for the candidate
- reassure
- can revisit question later
irrelevant information dilemma - correct answer ✔✔- self evaluations, opinions
- interprets rather than describes behaviours
- general statements (I usually would... I generally do)
what to do in irrelevant/hypothetical information dilemma - correct answer ✔✔reassure
refocus
restate
hypothetical information dilemma - correct answer ✔✔general statements
limited detail
hypotheticals (if this happened... I would)
probes - correct answer ✔✔follow up questions that help candidates
workshop correctly answered to pass
problems with unstructured interviews - correct answer ✔✔- poorly related to job performance
- no prepared questions
- no clear purpose to questions
- no consistency in scoring/ranking candidates
- candidates do not all get same questions
- not based on job analysis
structured interview benefits - correct answer ✔✔- good predictor of job performance
- reduces interviewer bias
- defensible in legal challenges
- based in job analysis and bona fide legal requirements
- increase standardization
- increase psychometric properties
job content/ technical questions - correct answer ✔✔ex. describe how to encrypt a usb drive
situational questions - correct answer ✔✔ex. what would you do if...
can be used if client has little experience
assess soft skills
less predictive validity than behavioural
, behavioural questions - correct answer ✔✔tell me about a time when...
- good predictive validity
should be about:
- specific past behaviours
- open ended
- in own words
what to do in no response dilemma - correct answer ✔✔- be patient
- take your time in the beginning
- remember that time feels different for the candidate
- reassure
- can revisit question later
irrelevant information dilemma - correct answer ✔✔- self evaluations, opinions
- interprets rather than describes behaviours
- general statements (I usually would... I generally do)
what to do in irrelevant/hypothetical information dilemma - correct answer ✔✔reassure
refocus
restate
hypothetical information dilemma - correct answer ✔✔general statements
limited detail
hypotheticals (if this happened... I would)
probes - correct answer ✔✔follow up questions that help candidates
