Screening and Interviewing external candidates

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INTERVIEWING JOB APPLICANTS

THE #1 WAY WE CHOOSE PEOPLE TO HIRE

Richard J. Wagner, PhD

Capella University

Updated: February 5, 2016

WHY WE INTERVIEW PEOPLE

We can judge interpersonal skills.

We believe we are a good judge of people.

It is easy if we do not do it right.

Fit is judged by an interview.

It has always been done this way.

DO INTERVIEWS WORK?

Validity is often dismal (r = .10 or so).

Reliability across interviews is often very low.

Often no objective measure to assess candidates.

HOW WE CAN IMPROVE INTERVIEWS

Train the interviewers.

Use a more structured interview.

TYPES OF INTERVIEWS

Unstructured.

Typical interview.

No pre-set issues or questions: “Tell me about yourself.”

Structured.

Very reliable and valid.

All questions are written beforehand.
Same for all applicants.
No real interaction.

Semi-structured.

Generally good validity.

Follows pre-set areas such as education and experience

BEHAVIORAL INTERVIEWS

Stresses behavior.

Focus on past behaviors .

(Best predictor of future behavior is past behavior).

Stresses situations.

Based on hypothetical statements of situations you may never encounter.

(Tell the old fool what he or she wants to hear.)

OPEN- OR CLOSED-ENDED QUESTIONS

Open-ended:

“Why did you choose accounting for your major?”

Opportunity to explain or expand on answers.

Closed-ended:

“When did you graduate from college?”

No chance to explain or expand on answers.

OTHER TYPES OF INTERVIEWS

Stress interviews.

Group/panel interviews.

Multiple interviews.

INTERVIEWING BIAS

First impression.

Similar to me.

Halo/horn effect.

General interviewer bias.

HOW TO CONDUCT A BAD INTERVIEW

Do not prepare in advance.

Do not ask job-related questions.

Talk too much.

Be distracted during the interview.

Arrive late.

Do not listen to the candidate.

The end