Using the concepts of reliability and validity, critically examine how confident Human Resource professionals should be in using interviews as an effective selection technique.
Interviews are the most common selection technique for recruiting. Notwithstanding, this method has been frequently criticised. It is the task of this essay to evaluate how valid and reliable they are. Therefore, firstly validity and reliability have to be defined to form a basis to start with. Secondly, different types of interviews, beginning with the traditional type, will be presented and analysed. Thirdly, attempts to standardise and improve the interview in terms of reliability and validity will be critically examined. Finally a short outlook will be given, to show that not everything can be related to be reliable and valid. This text will analyse only selection interviews as the topic refers mainly to these. Furthermore it will only deal with personal interviews of employees, which excludes, for example, telephone screening1. Every selection method has weaknesses and therefore it will become clear that interviews are not absolutely valid and reliable, but nevertheless to fill certain vacant positions they will be still irreplaceable.
Reliability and Validity are the two key characteristics that interviews have to have to be a suitable method for selection. They measure if the chosen methods provide consistent results and if they adequately measure the characteristic they are looking at2.
“Reliability means that the selection methods, tests and ensuing results are consistent and do not vary with time, place or different subjects”3. Or as Cowling puts it: “Reliability is a measure of the consistency with which a predictor continues to predict performance with the same degree of success”4. That means that, for instance, two interviews at a different time and place, with different interviewers and questions but under otherwise same conditions and with the same applicants will bring the same result; namely the best candidate should still be the best and the interviewees who failed should still fail5. It is also possible to maintain the conditions, the applicants and the structure but to change the other parameters of the assessment.
Table of Contents
- Reliability and Validity
- Types of Interviews
- Improving Interview Reliability and Validity
Objectives and Key Themes
This essay critically examines the reliability and validity of interviews as an effective selection technique in Human Resource Management. It aims to evaluate the confidence HR professionals should have in using interviews for recruitment.
- Defining reliability and validity in the context of selection interviews.
- Analyzing different types of interviews and their strengths and weaknesses.
- Critically assessing methods to improve interview reliability and validity.
- Exploring the limitations of interviews as a selection method.
- Considering the irreplaceability of interviews despite their limitations.
Chapter Summaries
Reliability and Validity: This section establishes the foundational concepts of reliability and validity within the context of employee selection. It defines reliability as the consistency of results across time, place, and interviewers, emphasizing the challenge of achieving consistent conditions for assessment. Validity, conversely, is defined as the extent to which the interview accurately predicts job performance. The essay highlights the crucial interdependence of these concepts, asserting that reliability is a necessary but insufficient condition for validity. The inherent difficulties in measuring both reliability and validity in interviews are discussed, acknowledging the complexities of ensuring equal conditions and participant willingness for repeated assessments. The limitations of verifying validity are emphasized, with the difficulty of repeatedly assessing candidates and the uncertainty of their willingness to participate highlighted as obstacles.
Types of Interviews: This section categorizes interviews into three main types: individual interviews, sequential interviews (a series of individual interviews), and panel interviews (multiple interviewers). It then focuses on the traditional, unstructured individual interview, highlighting its significant flaws in terms of reliability and validity. The subjective nature of human judgment, the potential for inconsistencies in interviewer behavior and mood, and the inherent biases in communication are identified as major weaknesses. The chapter emphasizes the influence of factors such as interviewer fatigue and the sequence of interviewed candidates on the assessment's objectivity, referencing studies that demonstrate how these factors can skew results. Additionally, the halo and horn effects, where initial impressions unduly influence subsequent judgments, are discussed as significant sources of bias in unstructured interviews.
Improving Interview Reliability and Validity: This section explores attempts to mitigate the weaknesses of traditional interviews. It discusses the role of the interviewer, proposing guidelines for conducting more structured and objective interviews. These guidelines emphasize minimizing interviewer talk, using open-ended questions, maintaining impartiality, and being mindful of first impressions and the halo effect. The section implicitly acknowledges that while these strategies aim to enhance reliability and validity, they don't eliminate inherent limitations.
Keywords
Reliability, validity, selection interviews, HR management, recruitment, interview techniques, bias, halo effect, horn effect, structured interviews, unstructured interviews, assessment, prediction of job performance.
Frequently Asked Questions: Reliability and Validity of Selection Interviews in HRM
What is the main topic of this essay?
This essay critically examines the reliability and validity of interviews as a selection technique in Human Resource Management (HRM). It aims to evaluate the confidence HR professionals should have in using interviews for recruitment, addressing their inherent limitations and exploring methods to improve their effectiveness.
What are the key themes explored in the essay?
Key themes include defining reliability and validity in the context of selection interviews; analyzing various interview types (individual, sequential, panel) and their strengths and weaknesses; critically assessing methods to improve interview reliability and validity; exploring the limitations of interviews as a selection method; and considering the irreplaceability of interviews despite these limitations.
What are the key concepts of reliability and validity as defined in the essay?
Reliability is defined as the consistency of interview results across time, place, and interviewers. Validity refers to the extent to which the interview accurately predicts job performance. The essay emphasizes their interdependence, stating that reliability is necessary but not sufficient for validity. The inherent difficulties in measuring both in interviews are highlighted.
What types of interviews are discussed, and what are their respective strengths and weaknesses?
The essay categorizes interviews into individual, sequential (a series of individual interviews), and panel interviews. It focuses on the traditional, unstructured individual interview, highlighting its weaknesses: subjective human judgment, inconsistencies in interviewer behavior, communication biases, interviewer fatigue, sequence effects, and halo/horn effects.
How can the reliability and validity of interviews be improved?
The essay suggests mitigating weaknesses through structured and objective interview techniques. These include minimizing interviewer talk, using open-ended questions, maintaining impartiality, and being mindful of first impressions and the halo effect. It acknowledges that these strategies don't eliminate inherent limitations.
What are the limitations of interviews as a selection method acknowledged in the essay?
Limitations include the subjective nature of human judgment, potential for biases (halo/horn effects), inconsistencies in interviewer behavior and mood, and difficulties in ensuring equal conditions and participant willingness for repeated assessments needed for reliability and validity verification. The essay emphasizes the challenges in objectively measuring and validating interview results.
Despite their limitations, why are interviews considered irreplaceable?
While the essay doesn't explicitly state interviews are irreplaceable, it implies their continued use despite limitations, suggesting that despite challenges in achieving perfect reliability and validity, interviews remain a significant part of the recruitment process.
What are the key words associated with this essay?
Key words include: Reliability, validity, selection interviews, HR management, recruitment, interview techniques, bias, halo effect, horn effect, structured interviews, unstructured interviews, assessment, prediction of job performance.
- Quote paper
- Peter Tilman Schuessler (Author), 2002, Using the concepts of reliability and validity, critically examine how confident Human Resource professionals should be in using interviews as an effective selection technique, Munich, GRIN Verlag, https://www.grin.com/document/8910
