Using Structured Interview Method For Future Selection

A structured interview can improve the process by asking the same questions to each candidate.

(Huffcutt et al. 2001) reported that criterion-related validities for interview are more reliable in recruiting and selection of a personnel. The interaction between the interviewer and interviewee are deems important to set up the reliability, validity, fairness, and utility of the recruitment selection process. Apart to that, based on Johnson Company requirement, the candidate should be able to perform market survey and deal with customer relation activities. From the facts, there is concern from that individual customers are drastically declining. The candidate must be able to do an analytical structure and initiative of follow up to tackle the issue. The candidate require to attend client feedback and gather teamwork solutions as well. The role also should cover tasks to conclude and manage to communicate the outcomes. It is essential for the candidate to have a proven organizational skills. The capability skills of problem solving and interpersonal skills are very crucial. This is because the main aspects for the position is able to communicate with customer and warehouse team to deliver some the products to the clients. The excellent communications and listening skills will be the advantage for the candidate. Through interview process, the interviewer must take consideration of the candidate willingness to travel and work on hectic period during the holiday season. The candidate have to be flexible and

Structured interviews are where the interviewer has already pre-planned the questions that they will use in the interview. This is useful because the interview can be repeated, as the questions are standardised.

In order to meet the study objectives, in addition to the case study, a semi-structured interview was conducted using non-random sampling. As respondents of the interview had to have particular characteristics such as ability to value property and knowledge about the property market, estate agents were contacted. A total of 7 interviews were conducted with estate agents in the West Hampstead/Kilburn area. The interviews lasted approximately 10 minutes. The participants were as follows:

These assessments facilitate dramatically the hiring process by identifying the thinking styles, occupational interests and behavioral traits and allow the visualization of the “total person”. To complete the assessment process behavior tendencies play an important role in increasing individual productivity by identifying personal accommodation , assertiveness, attitudes, energy level, independence, objective judgment, sociability, manageability and decisiveness.

Out of the three interview options I decided to do a selection interview. I chose to do a selection interview because it was the interview I was most comfortable doing and the type of interview I have been most exposed to in my life. My selection interview was a role play medical school admissions interview. I chose to do this type of interview because it was the most pertinent to my life because I will be doing these types of interviews next year (however, then I will be the interviewee). It was also fun for me to be the interviewer for this type of interview. I decided to do this interview with my friend Payge. I chose Payge because she also is a premedical student and I knew she could benefit from this interview as well. By practicing a

Structured Interviews where the rater is trained to consistently use the same rating scales to evaluate the responses results in a reliable and valid assessment method and is weighted at .6. Properly implemented structured interviews can reduce adverse impact and annualized turnover.

Which topic on the attached list did you think was the most important topic? Why?

Howard and Johnson (2004) conducted a qualitative study using semi-structured interviews to investigate ‘resilient’ teachers’ strategies for coping with burnout in their day-to-day teaching in disadvantaged Australian schools. Findings from the interviews found that by adopting a resilience perspective, a small group of teachers who persistently cope well with serious occupational stress were able to be identified. Participants in this study identified a sense of agency, a strong support group (i.e. a proficient and concerned leadership team), pride in achievements and competence in areas of personal importance as their major protective factors in coping with burnout and stress. All these factors were strong features throughout the interview.

Assessment of the content validity of various proposed selection techniques by determining how well they match the general requirements of the job

The goal of selection programs are to capitalize on individual differences in order to select the applicants who possess the greatest amount of particular characteristics that have been assess to be the most important for job success (Cascio & Aquinis, 2011). This goal can be met by utilizing a classical approach to personnel selection. The classical approach to personnel selection starts with the job analysis. From the job analysis sensitive, relevant and reliable criteria are selected on a basis of importance to describe the job specifications that represent knowledge, skills, abilities and other characteristics (KSAOs) that potential applicants are desired to have for the job (Cascio & Aquinis, 2011).

The interview followed a semi-structured interview design. The adoption of this technique not only allowed multiple questions that would delve into the athlete’s thoughts but it also brought about the ability for probing questions to be asked. Therefore, enhancing the chances of gathering a higher volume of information conjoined with more detailed explanations as to why the athlete thought he used certain techniques. Throughout the interview it quickly became evident that the athlete was focused on winning. Portraying himself as outcome orientated (Duda, Olson & Templin, 1991), by placing his ego above performance through the choice of wanting to win, even if it meant he performed badly. The interview started with the sharing of some information

Unstructured interviews are normally unplanned; therefore they are casual and the hiring manager does not have time to prepare; they just go with the flow and ask questions not normally about the job requirements but focuses on learning the candidate (Heneman, Judge, & Kammeyer-Mueller, 2012). Structured interviews are the totally opposite of the unstructured interviews whereas the interviewer is prepared for the interview and has standard questions based on the position that is ask to all candidates and they evaluate the candidate based on their responses. The two types of structured interviews are situational and experience; situational focuses on give the candidate the opportunity to inform the interviewer how they would behave in a hypothetical

When choosing the most effective research method, you must first decide on the kind of answers you are searching for. A quantitative method will find answers that are easily measured and follow trends and patterns. The qualitative method, however, leads to answers that explore differences in meanings and contexts. This essay will explore semi-structured interviews, a qualitative method that identifies themes and responses from preset open questions. The method is utilised for its opportunity to present rich information and answers that would not be found in a formally structured interview. The success of this method is reliant on the quality of its key elements, as well as the assumption of integrity with both participants and research team. Because these factors are never guaranteed, this essay will discuss how semi-structured interviews may operate to create credible research and where limitations will lie.

Selecting the right employee to fill a position is one of the most challenging decision making processes a company has to make. The ultimate goal of employee selection is to hire the candidate who is most compatible not only with the organization but for the position that they are trying to fill. In order for the candidate to be successful in a particular position, their talents and personal goals must be taken into consideration and objectives need to be utilized in order to retain qualified individuals. The most common forms of selection methods are resumes and applications but testing, interviews, reference checks, honesty tests, medical exam and drug