Sample Job Interview Rating Scale
Implications of these findings for interview context design and interview method research are discussed. To read the full-text of this research, you can request a copy directly from the author. ResearchGate has not been able to resolve any citations for this publication. ResearchGate has not been able to resolve any references for this publication.
Sample job interview rating scale pdf
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Studies of the Situational Interview (SI) (Latham, Saari, Pursell, & Campion, 1980) have shown practical and psychometric support for the usefulness of this behavioral interview method. However, such studies have often failed to distinguish the effects of factors such as the use of interview panels, the use of job expert interviewers, and the effects of interviewer training that are practical design elements to be considered by HR strategists in creating the "operational context" of behavioral interviews. To aid HR managers interested in adopting a behavioral interview system, this study controlled for the effects of training and panel decision processes and examined the contributions of the SI's behaviorally anchored scale and the interviewer's job expertise to the reliability and accuracy of ratings of situational questions. Ratings provided by two police samples (job content experts) and a student sample (naÏve raters) showed that ratings of video-taped interviews for police sergeant/lieutenant positions based on the SI scale were significantly superior to those gained using a more traditional rating format and that job experts did not produce better ratings than naÏve raters.
Sample job interview rating scale scale
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Developed many exams. 3 Critical thinking – Ability to see situations from multiple perspectives and identify consequences.
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This preview shows page 1 out of 1 page. Interview Rating Scale Examples – Human Resource Consultant Date: _________________ Position: _______________________________________________ Candidate Name: _________________________________ Rater name: ____________________________________________ # Factor/Competency Less Qualified (1-2) Qualified (3-5) Highly Qualified (6-7) Score 1 Technical knowledge – Knowledge of methods and appropriate use of job analysis and employment tests. Little knowledge demonstrated in this area. Would require significant training. Demonstrated adequate knowledge. Could immediately apply knowledge to this job. Demonstrates expert-level Could train others in this area. 2 Experience – Practical experience applying knowledge related to assessment to real-world situations. Little experience related to this job. Would require significant training. Adequate preparation for the duties of this job. Experience with several jobs/tests. Significant experience in a number of different contexts.