User:SRampersaud/Interview
Interviewer's Judgments[edit]
According to Hackman and Oldman several factors can bias an interviewer's judgment about a job applicant. However these factors can be reduced or minimized by training interviews to recognized them.
Some example are:
- Prior Information- Interviewers generally have some prior information about job candidates, such as recruiter evaluations, application blanks, online screening results, or the results of psychological tests. This can cause interviewer to have a favorable or unfavorable attitude toward an applicant before meeting them.
- The Contrast Effect- How the evaluate a particular applicant may depend on their standards of comparison, that is, the characteristics of the applicants they interviewed previously.
- Interviewers Prejudices- This can be done when the interviewers' judgement is their personal likes and dislikes. In may include but not limited to racial and ethnic background, applicants who display certain qualities or traits and refuse to consider their abilities or characteristics.
Schultz, Duane P. Schultz, Sydney Ellen (2010). Psychology and work today : an introduction to industrial and organizational psychology (10th ed. ed.). Upper Saddle River, N.J.: Prentice Hall. p. 71. ISBN 978-0205683581. {{cite book}}: |edition= has extra text (help)CS1 maint: multiple names: authors list (link)
http://en.wikipedia.org/wiki/Interview#Types_of_interviews
SRampersaud 02:46, 15 April 2013 (UTC)SRampersaud