Chapter 12 Inventories and Interviews 1

Chapter 12 Assessing Via Inventories and Interviews

• Self Report• Biodata• Unstructured & Structured Interviews

Chapter 12 Inventories and Interviews 2

INVENTORIES

• Varieties of Inventories– Checklists– Scaled Response Inventories– Multiple-Choice for Forced Choice Instruments– Alternatives to Inventories

• Distorting Responses– Faking– Acquiescence

Chapter 12 Inventories and Interviews 3

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?

Chapter 12 Inventories and Interviews 4

InventoriesDistorting 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?

Chapter 12 Inventories and Interviews 5

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?

Chapter 12 Inventories and Interviews 6

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?

Chapter 12 Inventories and Interviews 7

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?

Chapter 12 Inventories and Interviews 8

Biodata

– Mael (‘91)1. Historical2. External (observable)3. Objective (agree on interpretation)4. Discrete5. Under control of person6. Relevant to the job7. noninvasive

• Developing Biodata Items• BIODATA tool for civilian army personnel

Chapter 12 Inventories and Interviews 9

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)

Chapter 12 Inventories and Interviews 10

INTERVIEWS

• Interview Research Reviews• Varieties of Structured Interviews– Patterned Interviews– Behavior Description Interviewing– Situational Interviews– Comprehensive Structured Interviews– Comparison of the Examples

• Interview Validity

Chapter 12 Inventories and Interviews 11

Interviewsjudgments: 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

Chapter 12 Inventories and Interviews 12

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

Chapter 12 Inventories and Interviews 13

Interviews

• Interviewer Validity• Interviewer Characteristics– Interviewer Experience and Habit– Stereotypes, Prototypes and Biases

• Interviewee Characteristics–memory– Impression Management