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Full-Text Articles in Social and Behavioral Sciences
Threat Of Technological Unemployment, Use Intentions, And The Promotion Of Structured Interviews In Personnel Selection, Kevin P. Nolan, Dev K. Dalal, Nathan Carter
Threat Of Technological Unemployment, Use Intentions, And The Promotion Of Structured Interviews In Personnel Selection, Kevin P. Nolan, Dev K. Dalal, Nathan Carter
Personnel Assessment and Decisions
Meehl (1986) proposed that an important factor underlying professional decision makers’ resistance to standardized decision aids is threat of technological unemployment – fear that using the practices would reduce the perceived value of their employment. Nolan, Carter, and Dalal (2016) provided initial support for threat of technological unemployment being a factor that contributes to practitioners’ reluctance to adopt scientifically meritorious standardized hiring practices. This study serves to further develop the theory of threat of technological unemployment in personnel selection by (a) replicating the findings of our earlier research using a within-subjects methodology that is more generalizable to the cognitive processes …
Communicating Validity Information To Differentially Experienced Audiences: The Effects Of Numeracy And Nontraditional Metrics, Nathaniel M. Voss, Christopher J. Lake
Communicating Validity Information To Differentially Experienced Audiences: The Effects Of Numeracy And Nontraditional Metrics, Nathaniel M. Voss, Christopher J. Lake
Personnel Assessment and Decisions
One of the biggest challenges facing organizational researchers is convincing practitioners to adopt evidence-based personnel selection practices such as the structured interview. In this study, we examined the effects of nontraditional validity metrics and numeracy by presenting validity information about the structured interview to audiences with differing amounts of interview experience (students, working adults, and hiring managers). The results indicated that nontraditional metrics were associated with higher understanding, more positive attitudes, and greater perceptions of the usefulness of the structured interview. These effects were constant across differing levels of numeracy. Additionally, the results revealed that nontraditional metrics result in more …
Who Is Conducting “Better” Employment Interviews? Antecedents Of Structured Interview Components Use, Nicolas Roulin, Joshua S. Bourdage, Timothy G. Wingate
Who Is Conducting “Better” Employment Interviews? Antecedents Of Structured Interview Components Use, Nicolas Roulin, Joshua S. Bourdage, Timothy G. Wingate
Personnel Assessment and Decisions
The employment interview remains a unique paradox. One the one hand, decades of research demonstrates that using more structured components (e.g., question consistency, evaluation standardization) can largely improve the psychometric properties of interviews. On the other hand, although interviews are almost universally used, many interviewers still resist using structured formats. We examined the use of seven structure components by 131 professional interviewers, and their association with three types of antecedents: interviewers’ background (e.g., experience, training), the focus of the interview (selection vs. recruitment), and interviewers’ personality (based on the HEXACO model). Interviewers’ background (i.e., training) and the focus of the …