situational interview การใช้

• Klehe and Latham found that both the behavior description interview and the situational interview predicted typical performance, and the situational interview also predicted maximum performance.
• Klehe and Latham found that both the behavior description interview and the situational interview predicted typical performance, and the situational interview also predicted maximum performance.
• This means that when the interview is used to predict job performance, it is best to conduct situational interviews rather than job-related or psychological interviews.
• Behavior description interviews ask applicants to describe past behavior related to specific aspects of the job, while situational interviews have applicants respond to hypothetical job-related dilemmas.
• Faking behavior is less prevalent, for instance, in past behavioral interviews than in situational interviews, although follow-up questions increased faking behaviors in both types of interviews.
• Their results show that for job-performance criteria, situational interviews yield higher mean validity ( 0.50 ) than do job-related interviews ( 0.39 ) which yield a higher mean validity than do psychology interviews ( 0.29 ).