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A BEHAVIORAL CONSISTENCY APPROACH TO DECISION MAKING IN EMPLOYMENT SELECTION
Author(s) -
GROVE DAVID A.
Publication year - 1981
Publication title -
personnel psychology
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 6.076
H-Index - 142
eISSN - 1744-6570
pISSN - 0031-5826
DOI - 10.1111/j.1744-6570.1981.tb02177.x
Subject(s) - psychology , interview , consistency (knowledge bases) , inter rater reliability , personnel selection , applied psychology , selection (genetic algorithm) , process (computing) , social psychology , statistics , computer science , developmental psychology , artificial intelligence , rating scale , mathematics , political science , law , operating system
Evaluations of applicants made using an assessment process which incorporates many practices and procedures advocated in the literature but often disregarded in employment were examined. Two employment interviewers and 29 line managers independently evaluated 181 applicants for manufacturing production work in terms of 5 factors of effective performance. Average interrater reliabilities ranged from .60 to .69. Results indicated reliabilities were comparable for applicants grouped by race and sex, and that interviewers were calibrated with one another in terms of level of evaluations. The assessment model described in the present study is discussed in terms of its suitability as a vehicle for further research in employment interviewing and its practical usefulness.