Description
Readings:
Heneman, H. H., Judge, T. A., Kammeyer-Mueller, J. (2011). Staffing Organizations (7th ed.). New York: McGraw-Hill. Chapters 8 & 9 – These chapters will be used for modules 7, 8 and 9.
McDaniel, M. M., Whetzel, D. L., Schmidt, F. L., & Maurer, S. D. (1994). The validity of employment interviews: A comprehensive review and meta-analysis. Journal of Applied Psychology, 79, 599-616.
Quinones, M. A., Ford, J. K., & Teachout, M. S. (1995). The relationship between work experience and job performance: A conceptual and meta-analytic review. Personnel Psychology, 48, 887-910.
**McKinney, A.P., Carlson, K.D., Mecham, R.L., D’Angelo, N.C, & Connerley, M.L. (2003). Recruiters’ use of GPA in initial screening decisions: Higher GPAs don’t always make the cut. Personnel Psychology, 56, 823-845.
**Potosky, D. & Bobko, P. (2004). Selection testing via the internet: Practical considerations and exploratory empirical findings.Personnel Psychology, 57, 1003-1034
Overview:
The main focus of this module is on interviews and job experience as selection methods. Although interviews are undoubtedly methods, job experience is debatable. I have included it in this module as a method because it is something that is easily verifiable and objective, rather than subjective like some constructs (e.g., personality and cognitive ability). We would use job experience as in indicator of such constructs as work ethic, motivation, persistence, need for achievement, or even personality.
The readings are relatively straightforward for this week. The two articles are both meta-analyses. Meta-analysis is a statistical procedure that cumulates findings across studies, estimates the amount of artifactual variation between studies, and thereby arrives at the true relationship between variables. The meta-analytic technique is subjective, and has been criticized for its “garbage-in, garbage-out” approach, meaning that the findings are only as good as the individual studies that make up the final meta-analysis. Also, the methodology has been criticized for its subjective nature, the possibility of “over-correcting” for artifacts, and the difficulty in understanding the findings. The focus for this course, however, is on the content of the articles, not the methodology (of course, not the same content-method distinction…).
Important terms:
Structured interviews, unstructured interviews, past-oriented questions, future-oriented questions, situational interviews, job experience, meta-analysis
QUESTIONs:
For this assignment, you will need to construct an interview for the job of a school bus driver (grades K-12) and answer questions concerning the interview.
1.Construct a structured interview protocol for a school bus driver (K-12 grade). As for length, plan the interview to be approximately 25-30 minutes. You will not actually give the interview, but you can estimate how long it should take. Because it is structured, you can allot specific time for questions and answers, and you should indicate that next to the question. Use a variety of questions (e.g., situational vs. past-oriented), and provide a scoring key. That is, indicate the types of answers that would constitute good responses and the type that would be poor responses. Assume that you have the individual’s job application on file (standard, generic form). (Hint: you may want to refer to O*NET for tasks, duties, KSAs, etc. to help guide the types of questions you ask.)
Note: This particular group of applicants that you will be interviewing is just looking for a reason to sue… so make sure the questions are job-related (you may want to refer to the job analysis information) and can’t be construed as illegal.
2.What constructs are you tapping with this interview? Which questions refer to which construct? (You may want to indicate the construct next to the question if it makes it easier for you) For these constructs, would there be a better method for selection than the interview? You will want to refer to the readings and cite where appropriate.
3.What are the trade-offs for using the structured interview compared with using an unstructured interview? A simple list of pros and cons is sufficient.
Student’s Name
Institutional Affiliation
Structured Interview Protocol
A structured interview is a standard way of interviewing candidates who have applied for a job based on the job’s specific requirements. Same questions are asked for all candidate and a responses compared on the same scale. Structured interview protocol is an enquiry instrument which involves asking questions related to job experience or someone’s ability to exploit their aptitude in the job they are applying for.
The job position is of school bus driver whose responsibility is to transport children to and from school in the afternoon and in the morning. Other primary duties include maintaining the bus at good mechanical state, obeying traffic laws as well as assisting children to get on or off the bus when required.
Do you have a driving license for the bus? Have you used it before? (3 minutes).
Good response: Yes, I have used it for some time.
Poor response: No, I don’t.
Construct: Qualification.
Have you been a school bus driver before? If yes, in which education institution did you work as a school bus driver? (3 minute).
Good response: Yes, for [length in months/years], in [ institution].
Poor response: No, I have never been a school bus driver before.
Constructs: Job experience.
Tell me about the time you went beyond and above your work at your previous workplace. (3 minutes).
Good response: Working overtime as result of an anticipated situation.
Poor response: Never worked beyond his/her work for personal reasons.
Constructs: Dedication and determination.
Who is the best school bus driver you have worked with and who you can refer me to? (3 minutes).
Good response: Worked alongside a drive who became his subsequent predecessor.
Poor response: Has never worked with someone before.
Constructs: Intrapersonal skills.
Imagine you had an accident with a personal car. What would be your immediate response? (4 minutes).
Good response: Call 911 for emergency and rescue the pupils.
Poor response: Wait for assistance.
Constructs: Proactivity and accountability.
Being a school driver means you can be called upon to work at night. How are you prepared to handle your job at night? (3 minutes).
Good response: Relocating to a location near institution.
Poor response: Currently, I am not prepared to work at night.
Constructs: Dedication and selflessness.
What are your strengths and weaknesses as a bus driver that the school should be aware of? (3 minutes).
Good response: Clear explanation of strengths and weaknesses.
Poor response. No weaknesses or strengths.
Constructs: Communication, intrapersonal and interpersonal skills.
Why, exactly, are applying for the school bus driver job? (4 minutes).
Good response: More collective that personal reasons.
Poor response: Qualification-based response.
Constructs: Empathy and rapport.
Why do you think you are the best for this job? (4 minutes).
Good response: Because of a past experience as a school bus driver.
Bad response: Because of possession of a driving license.
Constructs. Communication skills.
Structure Interview Protocol Rationale
Interviews, structured or unstructured, serves best in attempts to ask situational or job-related questions (McDaniel et.al, 1994). As seen in the above interview questions and relevant constructs, interviewing can therefore address various constructs deemed essential in interviewing process. Such constructs include communications skills, interpersonal skills, empathy, intrapersonal skills and accountability. However, due to lack of sufficient time for an interview, constructs such as job experience, rapport, proactivity and qualification can best be addressed by use of other selection methods such as resumes or background check (McKinney et.al, 2003).
Pros and Cons Associated with Structure Interview Protocol
Pros
Structure interview is advantageous compared to non-structured interview because all respondents are faced with similar questions structured in the same order (Phil, 2013). In addition, through a structure interview, there is high response rate because respondents can be accessed incase simple size drops. It also provides statistical results, especially when answers are pre-coded with a computer. Lastly, structured interview prevent misinterpretation since interviewers are present.
Cons
Despite voluminous advantages associated with structure interview, there are disadvantages such as the fact that interviewers can compromise the process through their tone and body language (Phil, 2013). It is also error-prone if the interviewer or the respondent misinterprets the questions. Structure interview may also be costly, time consuming, and may experience answers’ alteration especially because people don’t want to sound bad in front of others.
References
McDaniel, A.M., Whetzel, L.D., Shmidt, L.F. & Maurer, D.S. (1994). The Validity of Employment Interviews: A Comprehensive Review and Meta-Analysis. Vol. 79. No 4, 599-616.
McKinney, P.A., Carlson, D.K., Mecham L.R., D’Angelo, C.N. & Connerley, L.M. (2003). Recruiter’s Use of GPA in Initial Screening Decisions: Higher GPAs Don’t Always Make the Cut. 56, 823-825.
13). “Advantages and Disadvantages of Structured Interviews.” Retrieved from https://getrevising.co.uk/grids/advantages_and_disadvantages_of_structured.
Explanation & Answer
Attached.
Running head: STRUCTURED INTERVIEW PROTOCOL
Structured Interview Protocol
Student’s Name
Institutional Affiliation
1
STRUCTURED INTERVIEW PROTOCOL
2
Structured Interview Protocol
A structured interview is a standard way of interviewing candidates who have applied for a job
based on the job’s specific requirements. Same questions are asked for all candidate and a
responses compared on the same scale. Structured interview protocol is an enquiry instrument
which involves asking questions related to job experience or someone’s ability to exploit their
aptitude in the job they are applying for.
Job Description
The job position is of school bus driver whose responsibility is to transport children to and from
school in the afternoon and in the morning. Other primary duties include maintaining the bus at
good mechanical state, obeying traffic laws as well as assisting children to get on or off the bus
when required.
Structured Interview Questions for the School Bus Driver Job
1. Do you have a driving license for the bus? Have you used it before? (3 minutes).
Good response: Yes, I have used it for some ti...
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