Jove
Visualize
Contact Us

Related Experiment Videos

Structured interviewing: avoiding selection problems.

E D Pursell, M A Campion, S R Gaylord

    The Personnel Journal
    |October 8, 1980
    PubMed
    Summary
    This summary is machine-generated.

    Related Concept Videos

    You might also read

    Related Articles

    Articles linked to this work by shared authors, journal, and citation graph.

    Sort by
    Same author

    Use of situational judgment tests to predict job performance: a clarification of the literature.

    The Journal of applied psychology·2001
    Same author

    Mentoring among hospital administrators.

    Hospital & health services administration·1983
    Same journal

    Employee attitude surveys; an analysis.

    The Personnel journal·2014
    Same journal

    Motivation for morale.

    The Personnel journal·2014
    Same journal

    Job analysis, description and classification.

    The Personnel journal·2010
    Same journal

    Emotional factors in safety.

    The Personnel journal·2010
    Same journal

    Training sightless veterans for precision work.

    The Personnel journal·2010
    Same journal

    How to develop successful office supervisors.

    The Personnel journal·2010
    See all related articles
    JoVE
    x logofacebook logolinkedin logoyoutube logo
    ABOUT JoVE
    OverviewLeadershipBlogJoVE Help Center
    AUTHORS
    Publishing ProcessEditorial BoardScope & PoliciesPeer ReviewFAQSubmit
    LIBRARIANS
    TestimonialsSubscriptionsAccessResourcesLibrary Advisory BoardFAQ
    RESEARCH
    JoVE JournalMethods CollectionsJoVE Encyclopedia of ExperimentsArchive
    EDUCATION
    JoVE CoreJoVE BusinessJoVE Science EducationJoVE Lab ManualFaculty Resource CenterFaculty Site
    Terms & Conditions of Use
    Privacy Policy
    Policies

    Structured interviewing and objective testing offer a more reliable and valid approach to job selection than casual interviews. This method helps avoid Equal Employment Opportunity (EEO) complexities and improves candidate quality.

    Area of Science:

    • Human Resources Management
    • Organizational Psychology
    • Personnel Selection

    Background:

    • Casual interviews are often unreliable and lack validity for job selection.
    • Current hiring practices may not adequately address Equal Employment Opportunity (EEO) and affirmative action requirements.
    • Traditional interview methods can be subjective and prone to bias.

    Purpose of the Study:

    • To propose structured interviewing as a superior alternative to casual interviews for job selection.
    • To advocate for the integration of objective testing (oral, written, physical) in the hiring process.
    • To demonstrate how structured methods can improve candidate quality and compliance.

    Main Methods:

    • Comparative analysis of structured vs. unstructured interview techniques.

    Related Experiment Videos

  • Review of legal and regulatory frameworks (EEO, affirmative action).
  • Proposal for implementing objective assessment tools in recruitment.

    • Main Results:

    • Structured interviews demonstrate higher reliability and validity in predicting job performance.
    • Objective testing provides a more consistent and defensible basis for selection decisions.
    • Adoption of structured methods can mitigate risks associated with EEO compliance.

    Conclusions:

    • Structured interviewing and objective testing are recommended for effective and equitable job selection.
    • These methods enhance the objectivity and fairness of the hiring process.
    • Implementing these strategies leads to better-qualified candidates and improved organizational outcomes.