I would like to have better knowledge on the subject of evaluating and interviewing perspective employees. Having often taken part in multiple interviews for new employee evaluations at my company I would like to understand if there is a better or more effective method of interviewing that could potentially make this process better and more effective. We currently use an unstructured process and decisions are made more on gut feeling and interaction abilities rather than on resumes, work experience or answers to questions. It is my thought that a structured method of interviewing would seem more effective. But most of the employees that have been hired in this unstructured method have been good and effective employees. I often wonder though if candidates that were passed over might have been a better choice and potentially a better, more productive employee than the ones that were hired. This paper will provide evidence to answer the question: Is the unstructured interview process better than the structured interview process for evaluating perspective employees?
Wiesnerf, & Cronshaw..(1988). A meta-analytic investigation of the impact of interview format and degree of structure on the validity of the employment interview*. Journal of Occupational Psychology, The British Psychological Society, 61, 275-290.
The article “A meta-analytic investigation of the impact of interview format and degree of structure on the validity of the employment…