Overconfidence in personnel selection: When and why unstructured interview information can hurt hiring decisions

Kausel, Edgar E.; Culbertson, Satoris S.; Madrid, Héctor P.

doi:10.1016/j.obhdp.2016.07.005

Cited by 77 publications

(73 citation statements)

References 79 publications

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“…The schedule of the assessment procedure shall be transferred to the employees of the organization at least one month prior toits commencement. At least two weeks prior to the assessment, the Commission shall submit a Reference Letter and an Assessment sheet [25].…”

Section: Resultsmentioning

confidence: 99%

Improvement of the procedure for assessing the personnel of the agricultural organization

et al. 2019

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Assessment, as an integral part of the management process, it is the most effective system for the certification of the organization personnel. This procedure helps in determining the qualification and level of knowledge of employees, assess their abilities, moral and business skills. Each employee in the performance of his duties must use rational methods and modern technical means to ensure effective organization of production. The purpose of the article is substantiation of theoretical principles and development of practical recommendations for improving the procedure for assessing an agricultural organization personnel. The objectives of the research are: study of theoretical aspects and methodological tools, identification of the stages, and development of documentary support for the personnel assessment system. Such methods as the analysis of scientific and theoretical sources, the systematic approach, the method of comparative analysis, and generalization were used in the process of writing the article. The paper presents recommendations for the development of an effective certification system and its documentary support in agricultural organizations perfectly meeting the goals of the organization under study as well as its needs and the organizational culture developed in it.

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Section: Resultsmentioning

confidence: 99%

Improvement of the procedure for assessing the personnel of the agricultural organization

et al. 2019

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“…A recent review of teacher education selection practices in England and Wales (Klassen & Dolan, 2015) showed that most programs use the same predictors-personal statements, letters of reference, and interviews-to evaluate the personal characteristics of candidates. But evidence from other professional ields, especially medicine, suggests that evidence for personal statements is "mixed at best," (Patterson et al, 2016, p. 42), that letters of reference "are neither a reliable nor a valid tool" for selection (p. 43), and that traditional face-to-face interviews are unreliable and prone to a range of systematic biases (Kausel, Culbertson, & Madrid, 2016).…”

Section: Teacher Selection Research and Practicesmentioning

confidence: 99%

Selecting Teachers and Prospective Teachers: A Meta-Analysis

Klassen¹,

Kim²

2018

Preprint

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The purpose of this review article was to examine the methods used for the selection of teachers for employment and prospective teachers entering initial teacher education (ITE) programs, and to assess the predictive validity of these methods. We reviewed 32 studies reporting selection methods administered in high-stakes conditions and that included an external (not self-reported) teacher effectiveness outcome measure. The overall effect size was small but significant (r = .12, p < .001). Moderator analyses showed that academic and non-academic predictors were both significantly associated with teacher effectiveness measures and that effect sizes were small (but significant) for selection into employment and ITE. We conclude the review by proposing a research agenda that has the potential to enhance educational outcomes by improving the selection of prospective teachers.

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“…Also in Furnham's study, personality tests were ranked third out of 12 selection methods, even though evidence suggests that personality test scores are among the weaker predictors of outcome performance (e.g., Judge & Zapata, ). Further discrepancies between perceptions and research findings have been observed in the United States, where Terpstra () found that a group of practitioners perceived un structured interviews to be the most valid method, despite findings suggesting that unstructured interviews can potentially impair the quality of selection decisions (Kausel, Culbertson, & Madrid, ). Also in the United States, Rynes et al .…”

Section: Introductionmentioning

confidence: 99%

A comparative study of practitioner perceptions of selection methods in the United Kingdom

Jackson

Dewberry

Gallagher³

et al. 2017

J Occupat & Organ Psyc

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In this study, 476 participants, divided into occupational psychology (OP)-, Chartered Institute of Personnel and Development (CIPD)-, human resource management (HRM)-qualified, and layperson subgroups, provided their perceptions of the validity, fairness, and frequency of use of employee selection methods. Results of a mixed-effects analysis of covariance revealed that respondent qualification background predicted the degree to which participant validity perceptions were aligned with research-based estimates of validity, F [3, 29.39] = 20.06, p < .001, g 2 = .67. Corrected pairwise comparisons suggested that perceptions of participants with CIPD and HRM backgrounds were not significantly more aligned with research estimates of validity than were the perceptions of laypeople. OP participant validity perceptions were significantly more aligned with research estimates than all other subgroups, (p < .03). Evidence was also found for some between-group consistency regarding frequency-of-use perceptions, but less between-group consistency was found vis-a-vis perceptions of fairness. Implications for decision-making in employee selection are discussed. Practitioner pointsKnowledge about employee selection measures might not be effectively shared between those with CIPD-and HRM-related qualifications versus those with OP-related qualifications. Laypeople and respondents with CIPD-and HRM-related qualifications were found to deviate similarly from up-to-date research findings about the validity of selection measures. Respondents with OP-related qualifications were more closely aligned with up-to-date findings about the validity of selection measures than were other comparison groups.

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Overconfidence in personnel selection: When and why unstructured interview information can hurt hiring decisions

Cited by 77 publications

References 79 publications

Improvement of the procedure for assessing the personnel of the agricultural organization

Improvement of the procedure for assessing the personnel of the agricultural organization

Selecting Teachers and Prospective Teachers: A Meta-Analysis

A comparative study of practitioner perceptions of selection methods in the United Kingdom

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