Why Unstructured Interview Have Low Predictive Validities?

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Why unstructured interview have low predictive validities?
The unstructured interview is the interview without any set format but in which the interviewer may have some key questions formulated in advance. Unstructured interviews allow questions based on the interviewee's responses and proceeds like a friendly, non-threatening conversation. However, because each interviewee is asked a different series of questions, this style lack the reliability and precision of a structured interview. Also called non-directive interview. (businessdictionary.com) Researchers have identified eight factors to answer this question. Poor intuitive ability

Interviewer often decide and judge from candidate’s reaction after they ask questions. But people are not good at using intuition to predict behavior (Aamodt, 2008). For example no one can predict couples that whether they will fail or not. It is not easy to assume an applicant after spending only 15 minutes how well she or he will get along with the varied members of an organization? (Aamodt, 2010). Lack of job relatedness

The most unstructured interview are common questions and not related to the particular job. Information that is used to select employee must be job related if it is to have any chance of predicting future employee performance (Aamodt, 2010). Primacy effects

Contrast effects or the first impression it can make interviewer decide a candidate within the first five minute in the interview . The interviewer might rate a applicant’s response after each question not waiting until the end of the interview to make a judgment (Aamodt, 2010). Contrast effects

One applicant may affect the interview score given to the next applicant if interviewers have no standard to rate applicants . Thus, the interviewer might rate the applicant’s response after each question not to wait until the end of the interview because score is different with early and after interview (Aamodt, 2010). Negative-Information Bias...
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