Why Do Situational Interviews Predict Performance? Is it Saying How You Would Behave or Knowing How You Should Behave?

Oostrom, Janneke K.; Melchers, Klaus G.; Ingold, Pia V.; Kleinmann, Martin

doi:10.1007/s10869-015-9410-0

Cited by 19 publications

(52 citation statements)

References 55 publications

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“…However, as interviewees volunteered to take part in the study with the aim to gain first-hand experience of job interviews, there is reason to believe that they considered the procedure as a serious dry-run for a real job interview. This would also support evidence from other studies that used a similar approach and in which the vast majority of the participants indicated that they had acted and felt as in a real selection interview (e.g., Van Iddekinge et al, 2005 ; Jansen et al, 2013 ; Oostrom et al, 2016 ). Nevertheless, using a student sample may underestimate the differences between interview conditions since familiarity with modern communication technologies such as videoconferencing may have contributed to a lessening of concerns related to these technologies.…”

Section: Discussionsupporting

confidence: 82%

A Comparison of Conventional and Technology-Mediated Selection Interviews With Regard to Interviewees’ Performance, Perceptions, Strain, and Anxiety

et al. 2021

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Organizations increasingly use technology-mediated interviews. However, only limited research is available concerning the comparability of different interview media and most of the available studies stem from a time when technology-mediated interviews were less common than in the present time. In an experiment using simulated selection interviews, we compared traditional face-to-face (FTF) interviews with telephone and videoconference interviews to determine whether ratings of interviewees’ performance, their perceptions of the interview, or their strain and anxiety are affected by the type of interview. Before participating in the actual interview, participants had a more positive view of FTF interviews compared to technology-mediated interviews. However, fairness perceptions did not differ anymore after the interview. Furthermore, there were no differences between the three interview media concerning psychological and physiological indicators of strain or interview anxiety. Nevertheless, ratings of interviewees’ performance were lower in the technology-mediated interviews than in FTF interviews. Thus, differences between different interview media can still be found nowadays even though most applicants are much more familiar with technology-mediated communication than in the past. The results show that organizations should take this into account and therefore avoid using different interview media when they interview different applicants for the same job opening.

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Section: Discussionsupporting

confidence: 82%

A Comparison of Conventional and Technology-Mediated Selection Interviews With Regard to Interviewees’ Performance, Perceptions, Strain, and Anxiety

et al. 2021

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“…This allowed us to collect all variables of interest in a setting that comes at least relatively close to actual selection interviews. Furthermore, previous research also revealed that interview performance ratings from interview simulations can be criterion valid for the prediction of performance in job simulations (Oostrom, Melchers, Ingold, & Kleinmann, 2016 ), of academic performance (Day & Carroll, 2003 ; Klehe & Latham, 2006 ), and of actual job performance (Ingold, Kleinmann, König, Melchers, & Van Iddekinge, 2015 ).…”

Section: Methodsmentioning

confidence: 98%

It Takes More Than a Good Camera: Which Factors Contribute to Differences Between Face-to-Face Interviews and Videoconference Interviews Regarding Performance Ratings and Interviewee Perceptions?

et al. 2020

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Due to technological progress, videoconference interviews have become more and more common in personnel selection. Nevertheless, even in recent studies, interviewees received lower performance ratings in videoconference interviews than in face-to-face (FTF) interviews and interviewees held more negative perceptions of these interviews. However, the reasons for these differences are unclear. Therefore, we conducted an experiment with 114 participants to compare FTF and videoconference interviews regarding interview performance and fairness perceptions and we investigated the role of social presence, eye contact, and impression management for these differences. As in other studies, ratings of interviewees’ performance were lower in the videoconference interview. Differences in perceived social presence, perceived eye contact, and impression management contributed to these effects. Furthermore, live ratings of interviewees’ performance were higher than ratings based on recordings. Additionally, videoconference interviews induced more privacy concerns but were perceived as more flexible. Organizations should take the present results into account and should not use both types of interviews in the same selection stage.

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“…A set of structured interview questions was presented to the older adults within a hypothetical situation. Situational interviewing is a scenario-based technique where participants are presented hypothetical situations with the aim of predicting an individual’s performance and behavioral intentions [ 39 ]. Situational interviewing is based on the premise that intentions predict behavior, where an individual is asked to prospectively indicate how they would behave in a given situation [ 40 , 41 ].…”

Section: Methodsmentioning

confidence: 99%

Understanding the Factors Influencing Older Adults’ Decision-Making about Their Use of Over-The-Counter Medications—A Scenario-Based Approach

et al. 2020

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The potential risks of over-the-counter (OTC) medications are often aggravated in vulnerable populations, such as older adults. The elevated patterns of older-adult OTC medication use do not necessarily translate into a greater understanding of these medications or their safety implications. The objective of this study was to assess how older adults’ knowledge, beliefs, and attitudes inform their decision-making regarding OTC use. Situational interviews were conducted in three community pharmacies with 87 older-adult participants to capture how they intended to use an OTC medication. The interviews were transcribed and qualitatively analyzed, generating seven key themes: (1) medication use concerns; (2) following label instructions; (3) wait time until medication effect; (4) responses to medication not working; (5) decision to stop medication; (6) sources of information; and (7) safety implications. This study shows substantial variations in older-adult OTC medication use while providing insight on factors that influence older adults’ appropriate OTC medication use and, in some cases, the potential for harmful effects.

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Why Do Situational Interviews Predict Performance? Is it Saying How You Would Behave or Knowing How You Should Behave?

Cited by 19 publications

References 55 publications

A Comparison of Conventional and Technology-Mediated Selection Interviews With Regard to Interviewees’ Performance, Perceptions, Strain, and Anxiety

A Comparison of Conventional and Technology-Mediated Selection Interviews With Regard to Interviewees’ Performance, Perceptions, Strain, and Anxiety

It Takes More Than a Good Camera: Which Factors Contribute to Differences Between Face-to-Face Interviews and Videoconference Interviews Regarding Performance Ratings and Interviewee Perceptions?

Understanding the Factors Influencing Older Adults’ Decision-Making about Their Use of Over-The-Counter Medications—A Scenario-Based Approach

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