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Traditional Selection Procedures

  • Mike Smith
  • Ivan T. Robertson

Abstract

Interviews are a very common method of selection. Industry must spend enormous amounts of money each year paying interviewers’ expenses and providing accommodation, yet there is evidence that some of the money is not particularly well spent. Psychologists have known for more than half a century that some interviews have relatively little value. For example, in 1929 Hollingsworth conducted a study in which 12 experienced sales managers arrived at independent personnel selection decisions. The results were appalling. One candidate was ranked first by one interviewer and last by another. A second candidate was ranked both sixth and fifty-sixth.

Keywords

Attribution Theory Validity Coefficient Situational Interview Personnel Selection Previous Employer 
These keywords were added by machine and not by the authors. This process is experimental and the keywords may be updated as the learning algorithm improves.

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Copyright information

© Mike Smith and Ivan T. Robertson 1993

Authors and Affiliations

  • Mike Smith
    • 1
  • Ivan T. Robertson
    • 1
  1. 1.Manchester School of Management, Institute of Science and TechnologyUniversity of ManchesterUK

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