Structured behavioral and conventional interviewsDifferences and biases in interviewer ratings

  1. Pamela Alonso 1
  2. Silvia Moscoso 1
  1. 1 Universidade de Santiago de Compostela
    info

    Universidade de Santiago de Compostela

    Santiago de Compostela, España

    ROR https://ror.org/030eybx10

Revista:
Revista de psicología del trabajo y de las organizaciones = Journal of work and organizational psychology

ISSN: 1576-5962

Año de publicación: 2017

Volumen: 33

Número: 3

Páginas: 183-192

Tipo: Artículo

DOI: 10.1016/J.RPTO.2017.07.003 DIALNET GOOGLE SCHOLAR lock_openAcceso abierto editor

Otras publicaciones en: Revista de psicología del trabajo y de las organizaciones = Journal of work and organizational psychology

Resumen

Esta investigación examinó tres cuestiones: (1) el grado en que los entrevistadores se sienten seguros con sus evaluaciones cuando utilizan un tipo específico de entrevista (conductual o convencional), (2) qué tipo de entrevista muestra mejor capacidad para identificar la idoneidad de los candidatos y (3) el efecto de dos sesgos en las calificaciones de las entrevistas: (a) la similitud entre el sexo del candidato y el del entrevistador y (b) tener información previa sobre el candidato. Los resultados mostraron que los evaluadores se sienten más seguros de sus evaluaciones y que éstas son más precisas con la entrevista conductual estructurada - ECE, que la información previa sobre el candidato afecta negativamente a la entrevista y que la similitud en el sexo de entrevistador y entrevistado ha producido resultandos no concluyentes. Finalmente, se discuten las implicaciones para la teoría y la práctica de la entrevista de selección

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Información de financiación

The two authors contributed equally. The research reported in this manuscript was supported by Grant PSI2014-56615-P from the Spanish Ministry of Economy and Competitiveness and Grant 2016 GPC GI-1458 from the Consellería de Cultura, Educación e Orden, Xunta de Galicia.

Financiadores

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