Your SlideShare is downloading. ×
Employment Interview In Greece
Upcoming SlideShare
Loading in...5
×

Thanks for flagging this SlideShare!

Oops! An error has occurred.

×

Introducing the official SlideShare app

Stunning, full-screen experience for iPhone and Android

Text the download link to your phone

Standard text messaging rates apply

Employment Interview In Greece

671
views

Published on

Nikolaou, I. & Roumpis, D. (2006). Employment interview context in Greece: the interviewer perspective. 26th International Congress of Applied Psychology, Athens, Greece.

Nikolaou, I. & Roumpis, D. (2006). Employment interview context in Greece: the interviewer perspective. 26th International Congress of Applied Psychology, Athens, Greece.

Published in: Career, Business

0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total Views
671
On Slideshare
0
From Embeds
0
Number of Embeds
1
Actions
Shares
0
Downloads
0
Comments
0
Likes
0
Embeds 0
No embeds

Report content
Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
No notes for slide

Transcript

  • 1. Employment Interview context in Greece: the interviewer perspective Ioannis Nikolaou Dimitris Roumpis Department of Management Science & Technology Athens University of Economics & Business. Greece
  • 2. The Employment Interview: Previous findings
    • The most popular personnel selection method (Ryan et al., 1999; Judge et al., 2000)
    • Extensive use of individual (Armstrong 2003), semi-structured interviews (Huffcutt & Arthur, 1994)
    • Structured interviews have high predictive validity (Robertson & Smith, 2001; Salgado, 1999)
    • Use of behavioral & situational interviews (Campion et al., 1997), which have high validity & reliability (Day & Carroll, 2003; McDaniel et al., 1994; Campion et al., 1994; Pulakos & Schmitt, 1995 )
    • Behavioral interviews favor applicants with a lot of work experience and they are more effective than situational interviews when it comes to jobs with high significance (Pulakos & Schmitt, 1995 )
    • The use of behavioral questions has increased over the last years (Motowildo, 1999)
  • 3.
    • In USA (Steiner & Gilliland, 1996 ), Spain & Portugal (Moscoso & Salgado, 2004 ) employment interview has the highest face validity among all selection methods.
    • Similar results are recently obtained in Greece (Nikolaou, 2006).
    • Applicants find structured interviews fair, while unstructured unfair. They also find behavioral & situational interviews equally fair (Day & Carroll, 2003; Terpstra et al., 1999 ).
    The Employment Interview – Applicants’ reactions: Previous findings
  • 4. Employment Interview context in Greece: Our aim:
    • To explore the context of employment interview in Greece, from the perspective of the interviewer
  • 5. Current study
    • Method
    • Face to face interviews (pilot) with 5 experienced interviewers
    • Survey completed by 131 interviewers (mostly HR professionals)
    • Measures
    • Interview guide
    • Survey (closed-type questions, 5-point Likert scale)
    • Major sections: procedure, structure, content, effectiveness, interviewers’ training and fairness
  • 6. Sample
    • 131 interviewers (78 females - 53 males)
    • Years of experience: 1-5 years 38.9%
    • 6-10 years 31.3%
    • 11-15 years 19.1%
    • over 15 years 10.7%
    • Size of companies:
    • 29% in small companies (0-100 employees)
    • 38.9% in medium companies (100-500 employees)
    • 32.1% in large companies (> 500 employees)
    • Sector: 28.2% industry
    • 16.8% commerce
    • 55% services
  • 7. Results - Procedure of the interview
    • 82.4% always use the employment interview as a selection method across all jobs , usually conducted by 2 interviewers
    • 2-3 interviews are usually carried out until final decision
    • 85.5% conduct only individual interviews, while
    • 14.5% conduct both individual & group interviews
    • Interviewers usually keep notes during the interview (82.4%)
  • 8. Results - Factors that affect the duration of the interview
    • The duration of most interviews is about 45 minutes
    • Significance/complexity of the job (84%)
    • The stage of the selection procedure (55.7%)
    • Quick understanding of applicant fit (55.7%)
    • Quality of the applicant’s resume (33.6%)
    • Clarifications at the applicant’s resume (31.3%)
    • Prior knowledge of the applicant (29.8%)
  • 9. Results - Structure of the interview
    • Use of semi-structured (45.8%) or quite structured interviews (44.3%)
    • Interviews are usually based on previously-held job analyses (85%)
    • Most of the questions are prepared before the interview (77.1%), and they are almost always the same across applicants (95.4%)
    • Same interviewers are usually conducting interviews for the same position (82%)
    • The structure of the interview is associated with:
      • Interviewers’ training
      • Note-taking
      • Feedback to applicants
      • Previously-held job analyses
      • Pre-interview preparation
      • Pre-defined criteria
  • 10. Results - Content of the interview
    • Interviewers’ questions concentrate on:
    • The competencies the applicant must posses (62.6% always, 27.5% usually)
    • The content of the job (57.3% always, 35.9% usually)
    • The resume of the applicant (46.6% always, 29.8% usually)
    • The personality of the applicant (39.7% always, 32.1% usually)
    Communication skills (93.1%) Collaboration (79.4%) Adaptability (79.4%) Organization skills (76.3%) Analytical skills (56.5%) Creativity (47.3%) Leadership skills (43.5%)
  • 11. Results - Types of questions
    • Interviewers use:
    • Behavioral questions (92.4%)
    • Biographical questions (87.8%)
    • Situational questions (65.6%)
    • For applicants with little or no working experience:
    • Biographical and situational questions
    • For applicants with extensive working experience:
    • Behavioral questions
  • 12. Results – Predictive validity of the interview
    • The majority (59.5%) believes that it has medium predictive validity
    • The predictive validity of the interview can be improved when combined with:
    • Ability tests (64.1%)
    • Personality tests (57.3%)
    • Case studies (49.6%)
    • Personal references (42.7%)
    • Resumes (35.9%)
  • 13. Results – Training of the interviewers
    • On-the-job training (77.1%)
    • Employment Interview seminars (62.6%)
    • HRM or I/O degree (6.9%)
    • No training (6.9%)
    • Those with on-the-job training:
    • Conduct more structured interviews (p<.05)
    • Their questions are related more to the job’s content (p<.01), the competencies needed (p<.01) and the applicant’s resume (p<.01)
    • Their appraisal is based more on objective criteria (p<.05)
    • More use of anchored rating scales (p<.05)
    • Those who have taken seminars:
    • Conduct more structured interviews (p<.05)
    • Their questions are related more to the competencies needed (p<.01)
    • They are affected less by first impressions (p<.05) and halo effect (p<.05)
  • 14. Results – Fairness issues
    • Gender & nationality: Very rare
    • Halo/horn effect: Rare
    • Age, appearance, non verbal communication: Sometimes
    • First impressions: Usually
    • Applicants’ professional attitude: Almost always
    • Male interviewers make more discriminations than females based of:
    • Applicants’ Gender (p<.05)
    • Applicants’ Ethnicity (p<.01)
    • Halo/Horn effect (p<.05)
    • First impressions (p<.05)
  • 15. Discussion-Conclusion-Limitations
    • Extensive use of behavioral, semi-structured interviews. Moderately based on previously carried out job analyses – medium predictive validity
    • The most common characteristics that are being assessed are: communication skills, teamwork, adaptability & organization skills
    • Interviewers keep notes, thus improving the structure of the interview
    • Personal judgments affect the interview’s appraisal, especially from male interviewers
    • Limitations
      • The size of the sample
      • Reliability of the answers
      • Only the interviewer perspective
  • 16. For more information….
    • Please contact:
    Ioannis Nikolaou (inikol@aueb.gr) Department of Management Science & Technology Athens University of Economics & Business. Greece