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Related Experiment Videos

Why are structured interviews so rarely used in personnel selection?

Karen I van der Zee1, Arnold B Bakker, Paulien Bakker

  • 1Department of Psychology, University of Groningen, The Netherlands. k.i.van.oudenhoven-van.der.zee@ppsw.rug.nl

The Journal of Applied Psychology
|March 28, 2002
PubMed
Summary

Human resources managers show stronger intentions toward unstructured interviewing, aligning with their actual hiring practices. The theory of planned behavior effectively predicted these intentions, with attitudes and norms being key factors.

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Area of Science:

  • Organizational Psychology
  • Human Resource Management

Background:

  • Interview techniques are crucial for staff selection.
  • Understanding managers' intentions towards different interview styles is important for effective recruitment.

Purpose of the Study:

  • To predict human resources managers' intentions regarding unstructured and structured interview techniques.
  • To assess the applicability of the theory of planned behavior in this context.

Main Methods:

  • Utilized the theory of planned behavior framework.
  • Surveyed 79 human resources managers on their intentions and evaluated interview techniques.
  • Interviewed managers about their current staff selection practices.

Main Results:

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  • Managers demonstrated stronger intentions favoring unstructured interviews over structured ones.
  • Intentions aligned with managers' self-reported, predominantly unstructured, hiring practices.
  • Attitudes and subjective norms significantly predicted intentions for both interview methods.

    • Conclusions:

    • The theory of planned behavior is a valuable tool for predicting managers' interview technique intentions.
    • Only intentions towards unstructured interviews correlated with actual manager behavior in staff selection.