Using Structured Interviews For Selecting And Developing Employees - air yeezy for sale

Validity refers to the accuracy of the inferences drawn from the interview about future job performance cole haan shoes. It is not the interview form itself that is valid, but the inferences drawn from it (which is why the same interview can be valid or invalid if, for example, it is used with two totally different jobs).

As noted previously, structuring an interview for a job is an effective way of increasing the accuracy of inferences (i Nike Mercurial Shoes .e., prediction of job performance) drawn about job candidates (McDaniel, Whetzel, Schmidt and Maurer, 1994).

In addition to the increased reliability and validity of structured interviews, there is also research documenting a relationship between litigation outcomes and the level of structure of the employment interview (Gollub Williamson, Campion, Malos, Roehling, & Campion, 1997) black foamposites. The more structured the interview process, the more likely it is that the employer will receive a favorable verdict when challenged legally.

Finally, a properly constructed and administered structured interview can produce a "competency profile" of key competencies related to the job for each candidate Lebron 10 shoes. This profile gives hiring managers insight into candidates' strengths and weaknesses.

This information can help managers focus subsequent steps in the selection process and provide a foundation for developing newly hired or promoted employees. Below is an illustration of a Competency Profile.