Validity and Reliability of Selection Interviews

Validity and Reliability of Selection Interviews When Organisations are recruiting to find a suitable individual for a position they currently hold, it can be difficult to monitor and ensure that all possible steps are being taken to ensuring that each interview carries the same validity and reliability. This is to ensure that each individual who is being interviewed is given the same equal opportunity, alongside the organisation employing an individual who suits the job specification best. Validity and reliability of structured interviews can have a large impact on type of person that is employed and also affect the actual security that the person employed is the best suited from all the applicants. Selection interviews traditionally consist of a candidate interacting with one or more people from the organisation who have assessed the candidate as meeting the criteria which the role requires. The interviews generally last between 15 and 60 minutes and help the organisation decide whether or not an individual should be offered a job. In general, interviews follow one of three structures (Unstructured; Semi-Structured and Structured). The three vary by the amount of prior preparation for the interview in regards to questions to be asked and how the answers should be assed. Often the more specific answers required from an interview will be shown by the more structured approach an interviewer will take in preparation of the questions. Reliability of the interview is argued to often be low, in that interviewers do not follow the same methods of questioning or method of evaluating each individual interview. Additionally, it has been noted that interviewers support the end decisions on different criteras, different standards, and alter in the amount the final decision is based upon the original intended criteria (e.g., Graves, L.M. and Karren, R.J., 1996. The employmentselection interview: A fresh look at an old problem. Human Resource Management 35, pp. 163-180. Full Text via CrossRef | View Record in Scopus | Cited By in Scopus (14)Timothy A. Judge, 2000: 384]). It has also been found that job performance is a lot more reliable and foretelling from structured interviews opposed to unstructured interviews. Research reviews of employment interviewing have concluded that carrying out an interview following a set structure can add to the reliability and validity of interviewer evaluations (e.g., Therese Macan, 1999: 2 09). Natural instinct to cast a first impression on a person is a major factor in trying to ensure an interviewer casts an unbiased decision which follows the original selection criteria. During interviewing it is vital that each applicant is each given a fair and open opportunity and the end decision on whether or not they are offered the place within the organisation is based entirely on how they performed against the role criteria. Ensuring that Gender, Race, Disability and appearance do not hold any restrictions on each individual interview. A study was carried out which looked into how interviewers can cast a bias opinion based on appearance, finding that applicants which were moderately obese (in particular female applicants) were less likely to be considered for employment despite meeting the required criteria of a role including required qualifications (Timothy A. Judge, 2000: 384). Further from this negative information often appears to become more memorable for an interviewer than positive information. Research has outlined that it often requires upto twice as much positive information to change any negative information the interviewer may have initially cast of an individual. . As a result, the unstructured interview has been labelled a â€Å"search for negative evidence (Timothy A. Judge, 2000: 384). This simply highlights the importance of an interview to have the ability to focus on information passed during an interview to ensure that each applicant is assessed following the same criteria to avoid natural instinct having a major impact on each applicants interview. With interviews being generally an unnatural environment applicants generally spend time preparing for the interview, looking into the company history, preparing answers for generic answers that are usually asked for job roles of that criteria. This would inevitably lead to the answers given being unrealistic responses of how an applicant may act in a role within an organisation. This simply highlights the importance of interview containing questions which are going to show a realistic response to show an applicants approach and ethos towards their working life. During the interview this can be achieved by adding unstructured questions which will allow the interviewer to add and expand on answers given to try and get a more realistic and honest response which will further add to the value of the responses given from a candidate. This can also work well within a structured interview situation, as having an opening for several unprepared questions, can give a candidate further chance t o show their true capabilities. Taking into account unavoidable effects (e.g. Anxiety, signs of being Nervous and body language) of environments like Interviews, consideration needs to be taken by the interviewer to account for these. Often anxiety levels can be raised for an applicant during interviews which can an effect on the responses and conduct during the interview which may result in the applicant not showing their full capabilities. A selection of Undergraduates took part in a mock interview model with peers, which shows sustained levels of raised anxiety before and during the interview, followed by a significant decrease directly after. (Therese Macan, 1999: 209). During an interview it has to be taken into consideration that responses given can sometime be not a true reflection of a candidates natural response in any other situation, so allowing time and a chance to develop an answer is crucial to maintaining a high level of validity from the responses given. All of the elements within this essay which highlight possible affects on an interview fall part of what can be seen as a ‘halo effect. With judgements and stereotyping being cast too easily without looking at each interviewee directly on how well they are suited to the role criteria of which their hiring for. Training for any interviewer is crucial, as they need to learn the ways in which they might cast these judgements subconsciously; avoiding these spontaneous biases is one of the most crucial parts of carrying out interviews to ensure that the most suited candidate is chosen. By following more structured interviews situations like the halo effect can be more easily avoided. By offering each candidate the same set of questions and time for their interview then they each will have as open an opportunity as possible to give their best response. In more recent years, human response management specialists have become more involved within the interviewing process as they have to ensure all interviews are following the orangisations equal opportunities policy. Following these latest changes it has opened more opportunities for minority groups which previous may have been of more of a disadvantage to have a fair and equal opportunity when applying for any role, and how they are assess during the selection interview stage. Overall trying to maintain a high level of validity and reliability within an unnatural environment can be difficult and hard to maintain. It is crucial within any interview environment to try and place measures which can both account for these abnormalities and a way to take them into account. If they are not fully considered then an organisation may end up employing an individual for a role which they are not the best suited from all the candidates. One of the most important factors to avoid is an interviewers personal opinion on a candidate as shown from the research in this essay; they often can cast subliminal opinions on candidates because of personal opinion, anxiety and from misinterpreting responses during an interview. The employment of any individual for an organisiation is timely and costly exercise, ensuring all steps are taken to make the right decision on choosing a candidate is important. Make the wrong choice due to errors during the selection interview stage and a n egative impact may be felt by the organisiation afterwards.

Plato Essay example -- essays research papers

The great philosopher, Plato, wrote two specific dialogues; the book Timaeus and the book Critias. Plato was a professional teacher who valued intelligence immensely. Plato founded the first Philosophical Academy in Athens in the early fourth century BC. He devoted his life to philosophy and the teachings of his friend Socrates. Plato learned from Socrates and passed on his knowledge to his students. After his friend's sudden death, Plato became dissatisfied with the government in Athens. He filtered away from his family and lived his dream of researching and teaching philosophy. Plato focused on many philosophical aspects and wrote numerous dialogues. In the book Timaeus, Plato spoke of the beginning of the world and the creation of living creatures. Plato believed the human body and soul were created with precise, divine planning.   Ã‚  Ã‚  Ã‚  Ã‚  In the book Timaeus, Plato described the Father of the universe as a very masterful being and a divine planner of the human body. Plato revealed that the Father told the other Gods to create mortal figures of them. Plato recalled the words of God, â€Å"There are three kinds of mortal creature yet uncreated, and unless they are created the world will be imperfect, as it will not have in it every kind of living creature which it must have if it is to be perfect† (57). The Father of the universe is very precise in the way the beings are created. He tells his Gods to use the mixture from the soul of the world to create the ...

Burden Of Proof

It is a proof that should be proved by the person who made allegations. The burden will be on a party to prove the allegations. So it is the responsibility of Plaintiff to establish the prima facie evidence on the allegations made. But the responsibility is limited to civil laws only. In case of criminal cases, the burden will be on the State. The complainant must produce the evidence for the allegations made by him/her. BURDEN OF PROOF IN THE BUSINESS Like in other, the business laws also require evidences when the allegations are made by plaintiff.If the business cases lead to civil nature the burden of proof lies on the complainant and whereas in the nature of criminal cases, the burden proof lies on the investigating authority or respective State. When the person not in a position to prove the allegation, the objection ceases to exist. Hence compliant become null and void. BURDEN OF PROOF IN CRIMINAL LAW When a crime has been committed, the criminal defines that investigating aut horities are responsible to arrest suspects, searching and investigating suspects, questioning of witnesses etc.Hence the burden of proof lies on the investigating authority but not on suspected person or victim. BURDEN OF PROOF IN LABOR LAWS Several labor laws exist that are based for workers protection i. e. Workers compensation, equal remuneration, minimum wages etc. All such laws must be complied by the employers. The burden of proof lies on the employers about compliance of labor laws. The creation of laws did not happen in a single day. Many centuries involved for the development of laws. When there was no law, the workers were paid the wages discriminating the men and women.Accordingly Equal Remuneration Act was established. Previously the wages were paid only and no compensations was paid for the persons who have met with illness or injury at work place. The workmen compensation Act established to provide the compensation to such workers. In such cases, when there is allegat ion, the employers having burden of proof that they have complied the laws. REFERENCES: 1. http://www. answers. com/topic/burden-of-proof 2. http://www. britannica. com/EBchecked/topic/84967/burden-of-proof 3. http://www. gotovertime. com/law. html

Which Country Has the Most Neighboring Countries

Which country in the world shares its border with the most countries? Technically, we have a tie because both China and Russia have the most  neighboring countries  with 14 neighbors each. This should not be surprising as Russia and China are the largest political nations in the world. They are also located in a part of Asia (and Europe) that has many small countries. Yet, these two are not alone in their numerous neighbors, as both Brazil and Germany share their borders with more than eight countries. China Has 14 Neighboring Countries China  is the third largest country in  terms of area (if we count Antarctica) and its lands dominate  the southeastern part of Asia. This location (next to many small countries) and the  13,954 miles (22,457 kilometers)  of border  brings it to the top of our list as having the most neighbors in the world. In total, China borders 14 other countries: On the northern border, China borders (west to east) Kazakhstan, Mongolia, and Russia.To the west, China shares boundaries with (north to south) Kyrgyzstan, Tajikistan, Afghanistan, and Pakistan.The southern border of China is shared with (west to east) India, Nepal, Bhutan, Myanmar (Burma), Laos, and Vietnam.On the eastern border, Chinas neighbor is North Korea (and, again, Russia). Russia Has 14 (Or 12) Neighboring Countries Russia  is the largest country in the world and it spans both the European and Asian continents. It is only natural that it shares borders with many countries. Despite its large area, Russias total boundary on land is just slightly smaller than China with a border of 13,923 miles (22,408 kilometers). Its important to remember that the country has a lot of coastline 23,582 miles (37,953 kilometers), particularly in the north. On the western side, Russia borders (north to south)  Norway,  Finland, Estonia, Latvia, Belarus, and Ukraine.To the south, Russia shares a border with (west to east)  Georgia, Azerbaijan, Kazakhstan, Mongolia, China, and North Korea.If we include the Russian oblast (region) of Kaliningrad (200 miles west of  the main Russian border), then we can add Poland and Lithuania to the list and that brings the total to 14 neighbors. Brazil Has 10 Neighboring Countries Brazil  is the largest country in South America and it dominates the continent. With the exception of Ecuador and Chile, it borders every South American nation, bringing its total up to 10 neighbors. Of the top three countries listed here, Brazil  wins the prize for having the longest border area. In total, Brazil has a 10,032 mile (16,145 kilometers) border with other countries. Brazil shares its northern border with (west to east) Venezuela, Guyana, Suriname, and French Guiana.Running down the western border of Brazil are the countries of (north to south) Colombia and Peru.On the southwestern side, Brazil borders (west to east) Bolivia, Paraguay, Argentina, and Uruguay. Germany Has 9 Neighboring Countries Germany is one of the largest countries in Europe and many of its neighbors are among the continents smallest nations. It is also almost completely landlocked, so its 2,307 miles (3,714 kilometers) of border is shared with nine other countries. Germanys single neighbor to the north is Denmark.On the western border of Germany, you will find (north to south) Netherlands, Belgium, Luxembourg, and France.To the south, Germany shares a border with (west to east) Switzerland and Austria.The eastern borders of Germany are shared with (north to south) Poland and the Czech Republic. Source The World Factbook. Central Intelligence Agency, United States of America. 2016.