Structured interviewing in volunteer selection

Hollwitz, John; Wilson, Charmaine E.

doi:10.1080/00909889309365354

Cited by 8 publications

(14 citation statements)

References 16 publications

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“…The interview was selected because it allows the researcher to understand the story or the experiences of interviewees. Due to the fact that an interview is a face-to-face discussion, the interviewer has an opportunity to formulate questions adapted to each case, and thus to obtain in depth information (Hollowitz and Wilson, 1993). There are a series of advantages and disadvantages involved with using the interview as a research method.…”

Section: Methodsmentioning

confidence: 99%

A survey-based analysis of life-long learning patterns of young entrepreneurs

Rînciog

2017

Proceedings of the International Conference on Business Excellence

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Section: Methodsmentioning

confidence: 99%

A survey-based analysis of life-long learning patterns of young entrepreneurs

Rînciog

2017

Proceedings of the International Conference on Business Excellence

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“…Instead, the goal is to encourage honest responses which might fall anywhere on that continuum. In the authors' experience and in previous research, applicants at different levels of employment integrity have responded to such orientations by freely discussing incidents which utilized the full range of the continuum (Hollwitz & Wilson, 1993).…”

Section: Items and Scoringmentioning

confidence: 97%

“…In their studies of a structured integrity interview for child-care workers, Hollwitz and Wilson (1993) reported that the sponsoring organization chose to treat alcohol and illegal drug use items as disqualifier questions. Unless applicants earned a score of 3 or better on each of several chemical use items, they were disqualified from the position, regardless of scores on the rest of the interview.…”

Section: Scoringmentioning

confidence: 99%

“…Hollwitz and Wilson (1993) reported on several studies of a structured integrity interview used to select child-care workers. Their interview instrument included 21 behavioral and situational interview items, and followed a modification recently tested by Huffcutt and Arthur (1994).…”

Section: Instrument Development and Testingmentioning

confidence: 99%

“…The response scale for each item is used identically for each applicant. However, in most structured behavioral or situational interviews, applicants might not immediately provide sufficiently detailed answers for the interviewer to form confident judgments (Hollwitz & Wilson, 1993). Interview reliability increases to the extent that interviewers have the opportunity to ask follow-up probes to elicit as much information as necessary to assign an item score confidently (Huffcutt & Arthur, 1994).…”

Section: Stemsmentioning

confidence: 99%

See 2 more Smart Citations

The Development of a Structured Ethical Integrity Interview for Pre-Employment Screening

Hollwitz

Pawlowski

1997

Journal of Business Communication

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Recruitment and selection in violent extremist organizations: Exploring what industrial and organizational psychology might contribute.

Hunter

Shortland

Crayne

et al. 2017

American Psychologist

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For many terrorist organizations, also known as violent extremist organizations (VEOs), their ability to perpetuate violence is often contingent upon successful recruitment and selection of organizational members. Although academic work on terrorist recruitment and selection has improved in recent years, researchers have generally focused more heavily on aspects of radicalization rather than organization attraction and entry. Moreover, a number of terrorism scholars have lamented the lack of conceptual frameworks with which to interpret and extend findings linked to recruitment and selection, specifically. In light of these difficulties, we propose that considering literature bases outside of terrorism may be useful in extending lines of inquiry and offering alternative ways of thinking about how terrorist organizations operate. Specifically, we draw on Industrial and Organizational Psychology, Human Resource Management, and Organizational Behavior literature bases to offer alternative and extended modes of thought on terrorist recruitment and selection. In doing so, we believe both terrorism and more traditional organizational scholars can make substantive and novel contributions to future investigations of increasingly pressing issues surrounding violent extremism. (PsycINFO Database Record

show abstract

Structured interviewing in volunteer selection

Cited by 8 publications

References 16 publications

A survey-based analysis of life-long learning patterns of young entrepreneurs

A survey-based analysis of life-long learning patterns of young entrepreneurs

The Development of a Structured Ethical Integrity Interview for Pre-Employment Screening

Recruitment and selection in violent extremist organizations: Exploring what industrial and organizational psychology might contribute.

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