Structured behavioral and conventional interviews: Differences and biases in interviewer ratings

• Pamela Alonso ^[1] ; Silvia Moscoso ^[1]
  1. [1] Universidade de Santiago de Compostela

     Universidade de Santiago de Compostela

     Santiago de Compostela, España

     
• Localización: Revista de psicología del trabajo y de las organizaciones = Journal of work and organizational psychology, ISSN 1576-5962, Vol. 33, Nº 3, 2017, págs. 183-192
• Idioma: español
• DOI: 10.1016/j.rpto.2017.07.003
• Títulos paralelos:
  • Entrevistas conductuales y convencionales estructuradas: diferencias y sesgos en las valoraciones de los entrevistadores
• Enlaces
  • Texto completo
• Dialnet Métricas: 3 Citas
• Resumen
  • español

    Esta investigación examinó tres cuestiones: (1) el grado en que los entrevistadores se sienten seguros con sus evaluaciones cuando utilizan un tipo específico de entrevista (conductual o convencional), (2) qué tipo de entrevista muestra mejor capacidad para identificar la idoneidad de los candidatos y (3) el efecto de dos sesgos en las calificaciones de las entrevistas: (a) la similitud entre el sexo del candidato y el del entrevistador y (b) tener información previa sobre el candidato. Los resultados mostraron que los evaluadores se sienten más seguros de sus evaluaciones y que éstas son más precisas con la entrevista conductual estructurada - ECE, que la información previa sobre el candidato afecta negativamente a la entrevista y que la similitud en el sexo de entrevistador y entrevistado ha producido resultandos no concluyentes. Finalmente, se discuten las implicaciones para la teoría y la práctica de la entrevista de selección

  • English

    This research examined three issues: (1) the degree to which interviewers feel confident about their decisions when they use a specific type of interview (behavioral vs. conventional), (2) what interview type shows better capacity for identifying candidates’ suitability for a job, and (3) the effect of two biases on interview ratings: a) the sex similarity between candidate and interviewer and b) having prior information about the candidate. The results showed that the SBI made raters feel more confident and their appraisals were more accurate, that prior information negatively affects the interview outcomes, and that sex similarity showed inconclusive results. Implications for theory and practice of personnel interview are discussed

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