After examining 100 research articles, this review identified three primary areas that have garnered considerable attention: (1) exploring the underlying reasons behind the predictive power of “structured” interviews, (2) investigating the constructs or elements that interviews may assess (3) examining the influence of the applicant and interview-related factors on the interview process. The objective of this review was to give the reader an idea of the current state of research on the employment interview, examine progress made in our understanding and identify areas that still need improvement, and lastly to inspire further investigation and understanding of employment interviews. With the consideration of social contexts, the paper looked at the accuracy (validity) and consistency (reliability) of the constructs or ideas examined in an interview.
Employee performance, the thing all organizations wish to maximize. But what are the key things that influence employee performance? Specifically, what attributes do individuals possess that determine their performance on the job? According to Organizational Psychologists and researchers Iddekinge et al., it was indicated that there are two things that interact together to influence performance: cognitive ability and motivation.
When I was younger, I worked at a fast-food restaurant. I noticed that while most of my peer coworkers and I each held the job title of “restaurant team member”, we performed very different jobs and all had very different responsibilities. I mostly worked at the cash register and interacted with customers over the drive-thru intercom. Other employees were trusted with cooking, baking and preparing orders, and a couple of employees were trusted with being slotted into any sort of role. Often, this last group had been with the restaurant longer and had accumulated a variety of job-related skills during their tenure. These were the employees who were given priority for overtime shifts and were flagged for promotion into management positions at other store locations. In other words, the employees who performed the greatest variety of job tasks were also considered the “best” employees.
The term role breadth is used to describe how many different tasks or projects a person performs in their job.
The US military has pioneered selection methodology for years and continues to do so with an increasing amount of accuracy and sophistication.