Chapter 12 Assessing Via Inventories
and Interviews
• Self Report
• Biodata
• Unstructured & Structured Interviews
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INVENTORIES
• Varieties of Inventories
– Checklists
– Scaled Response Inventories
– Multiple-Choice for Forced Choice Instruments
– Alternatives to Inventories
• Distorting Responses
– Faking
– Acquiescence
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Inventories
(usually self-report measures of interests, motivation,
personality & values)
• Varieties of Inventories
–
–
–
–
Checklists
Scaled Response Inventories
Multiple-choice or Forced Choice instruments
Alternatives to Inventories
• Distorting Responses
– Faking (response set)
• How does the California Personality Inventory (CPI) address
the issue?
• James’ CRT
• How does it work?
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Inventories
Distorting Responses (con’t)
• Faking
– Forced choice;
• How does Bernardin’s method work?
– What are some other ways to counteract faking ?
• Acquiescence
• Yea and nea sayers
• What’s the best way to present items?
– Alternate direction of positive v. negative
– Keep them in same direction
– Alternate positive and negative statement wording?
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Applicant Reactions
• Adverse reactions- to certain questions
– Invasion of privacy concerns
– Offensive reaction to integrity and other
personality items.
– How big a problem?
• What did Ryan & Sackett, (’87) find?
• What did Hausknecht, Day & Thomas (’04) find?
• What do Guion and Highhouse suggest to handle the
issue?
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PERSONAL HISTORY ASSESSMENT
• Best predictor of future behavior is past
behavior – or is it?
– What would Robert Hogan (HPI) say?
• Two ways to find about past behavior / traits
-what are they?
-What are dome difficulties with the accuracy of
each?
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Personal History
• Weighted Application Blanks
– T&E or E&E for government agencies
• Used for meeting minimal quals and ranking
• Weighted Application Blank for predicting
turnover table 12.1 p 292
– Stayers and leavers predicted by skill and higher education
– What do the results say about those over age 39?
– What if they results were reversed for over age 39?
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Biodata
– Mael (‘91)
1.
2.
3.
4.
5.
6.
7.
Historical
External (observable)
Objective (agree on interpretation)
Discrete
Under control of person
Relevant to the job
noninvasive
• Developing Biodata Items
• BIODATA tool for civilian army personnel
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BIODATA (con’t)
• Developing biodata and forms
– Reilly & Chao, (‘82)
• Results on par with standardized tests
– Empirical or derived from theory or rationale?
• Give an example for each for the job of a stock broker
– How would you map biodata onto the big five?
– What would be a benefit of doing this?
– Why was it called “rainforest empricism?
– Mael & Hirsch (‘93)
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INTERVIEWS
• Interview Research Reviews
• Varieties of Structured Interviews
– Patterned Interviews
– Behavior Description Interviewing
– Situational Interviews
– Comprehensive Structured Interviews
– Comparison of the Examples
• Interview Validity
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Interviews
judgments: assessments/predictions/decisions
• Interview Research Reviews
– Before meta-analyses, very poor but now,
– About
• .56 – moderately structured
• .67 – highly structured
• .34 - poorly structured
– How does this compare with Schmidt & Hunter’s recent work?
• Varieties of Structured Interviews v. standardized –
– What’s the difference?
• Interviewee Characteristics
– Memory
– Impression Management
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Structured Interviews
• Levels of structure (a continuum)
– Patterned Interviews
– Behavior Description Interviews
– Situational Interviews
– Comprehensive Structured Interviews
• Lots of variation
– Calling for many questions to be asked
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Interviews
• Interviewer Validity
• Interviewer Characteristics
– Interviewer Experience and Habit
– Stereotypes, Prototypes and Biases
• Interviewee Characteristics
– memory
– Impression Management
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