Job interviews account for ONLY about 9% of the variance in predicting future job performance !
Nicolas BEHBAHANI
Global People Analytics & HR Data Leader - People & Culture | Strategical People Analytics Design
?? Interviewing a candidate might not necessarily lead to better hiring decisions.
?? Formal structured interviews are superior in general, some studies have found that informal interview formats enable more accurate assessments of candidate personality traits and integrity.
?? Both structured and unstructured interviews show low accuracy in predicting task-specific and broader skills.
?? Research has found that following a more structured scoring procedure can increase the predictive validity of rater evaluations by more than 50%.
?? Unconscious biases significantly impact interview decisions, frequently eclipsing essential job-related competencies, according to new interesting research published by Canadian researchers in the International Journal of Selection & Assessment (IJSA) using data ?? from 30,646 participants and 37 search process studies.
?The importance of interview questions: the difference between Past behavioral and Future‐oriented questions
Researchers identified that there are several question types that can be used in the interview.
The most researched question types are past‐oriented questions
?? Past‐oriented questions prompt applicants to describe a past experience to illustrate a work‐relevant characteristic or performance behavior (e.g., “Tell me about a time when …”).
?? Future‐oriented questions prompt applicants to address a hypothetical dilemma. For example, “Imagine that you become the new head of department in a branch office. Yet, your new employees don't have much confidence in you and behave a little restrained. What would you do?” .
?? These two question types are associated with different theoretical traditions, with past‐oriented questions drawing on behavioral consistency theory and future‐ oriented questions drawing on goal setting theory.
Consequently, researchers propose the following research questions to determine if interviews are more effective at predicting task performance or contextual performance:
1?? Research Question 1: Is the interview better suited to assessments of task or contextual performance constructs, as evidenced by construct validity?
2?? Research Question 2: Is the interview better suited to assessments of task or contextual performance constructs, as evidenced by criterion‐related validity?
3??Research Question 3: Does tailoring the interview toward a specific performance domain make it more predictive of that performance domain?
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?Link between Interview Performance and Job Performance
Researchers have finally recommended the following actions for conducting candidate interviews:
?? A more structured scoring procedure may be particularly important for the evaluation of constructs related to contextual performance
?? Structured scoring procedures may decrease this subjectivity and thereby increase the validity of interviewer evaluations
?? In general, structured interviewing is more valid, less likely to lead to bias and discrimination, and may be more legally defensible than less structured interview formats.
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The notion that interviews rarely select the best candidate is a reality, and recent research supports this view. Interview questions are pivotal as they enable a constructive conversation, helping both the applicant and the employer gain a deeper understanding of one another. The questions posed can greatly affect the interview's result. Astonishingly, 91% of the factors that predict job performance are overlooked during the interview process - Talent acquisition leaders should consider these findings...
Thank you ?? Lazaridis School of Business & Economics at Wilfrid Laurier University Haskayne School of Business researchers team for these insightful findings:
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3 个月Rochelle Yarrall this make for an insightful read!
I bring out the best of teams, leaders, and talents: Developing and uniting their diversity of strengths to create new shared best practices. | Change Management | Performance Leadership | Culture Development
3 个月These are valuable studies for anyone aiming for successful recruitment, Nicolas BEHBAHANI. Future research should include how well interviewers know what makes someone a top performer in their organization and the specific job. To carry out an interview, you should know: * What are the core values and motivators of the most successful employees? * What are the motivators and values that recognize our organization (not in theory but in real life)? * What are the competencies and personality traits that recognize employees succeeding in the organization now - and in the future? If you don't have this information, hardly any structured questions in the interview will help you find a successful match between the job/organization and the candidate. You may learn a lot about the candidate, but it all starts with knowing the job and the organization, based on facts, not "guesses".
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3 个月?? "Interviews": Where candidates perform like Oscar-winning actors, & Employers (Managers) play the role of puzzled critics. ?? Excellent share Nicolas BEHBAHANI, - WIP for a long time - On the ?- Ref. my old LinkedIn post. https://www.dhirubhai.net/posts/dr-bhanukumar-parmar-94266b13_talentacquisition-learningandgrowing-interviewing-activity-6876078600714625024-Q33g?utm_source=share&utm_medium=member_desktop
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3 个月Very interesting insights. Structured interviews do help provide objective data and reflection rather than only based on personal views which can be filled with preferences and biases. I have also seen using a bank of standard and customized structured interview formats to cater to different people's expressions and ways of showcasing their capability. Thank you for sharing, Nicolas BEHBAHANI.
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3 个月We think if interviews can focus on particular job aspects, such as cultural fit or OCBs, this could get a lot higher. Generally speaking, saying we used interviews is like saying we used tests. There are many types of tests, so what type of interviews? What exactly where you trying to assess? You wouldn't believe how few researchers actually even considered this question.