A Novel Fuzzy Scoring Approach of Behavioural Interviews in Personnel Selection

Dana Rad,Valentina E Balas

doi:10.18662/brain/11.2/81

Abstract

The need for a behavioural interview scoring strategy is a critical element in order to ensure an optimal organizational human capital. Behavioural interview based on storytelling approach is a technique through which career seekers are required to provide clear details of how they have handled such workloads in the past. The whole literature assumes the existence of strong correlations between the score received on the selection interview and subsequent job performance, so in this paper we intend to highlight the relationship between these two assessments as well as the modelling using fuzzy logic of a CAR alternative system for scoring the selection interview. The results demonstrated that there is a very significant association between the classic interview score and work performance (r=0.894 to p<0.01). Furthermore, there is also a significant correlation coefficient of r=0.925 at a p<0.01, between the fuzzy CAR score and job performance, thus the validity and the optimization of the procedure are fully proven.

Highlights

The interviews tend to be one of the most common forms of workforce selection within organizations around the world (Ryan et al, 1999; Wilk & Cappelli, 2003)
Candidates perceive the interview as a selection method more accurate than other selection procedures (Hausknecht, Day & Thomas, 2004; Lievens, De Corte & Brysse, 2003; Topor, Colarelli & Han, 2007) having already accustomed to the fact that the interview represents a part of the selection process (Huffcutt et al, 2001)
Meta-analysis developed by Huffcut et al (2001) identifies seven latent dimensions assessed throughout the interview: knowledge and skills, cognitive ability, social skills, personality, interests and preferences, matching with job and physical skills, practically most of the individual attributes currently studied by researchers, attributes that can differentiate between job candidates

Summary

Behavioural interviews based on storytelling approach in personnel selection

The interviews tend to be one of the most common forms of workforce selection within organizations around the world (Ryan et al, 1999; Wilk & Cappelli, 2003). Höner Wright and Sablynski (2007) found that the ratings method structuring, utilizing behaviorally grounded evaluation for each query, improved the procedure's fidelity Behavioral interview based on storytelling approach is a technique by which job applicants are asked to provide clear examples of how they have accomplished certain workloads in the past which involve certain skills in certain circumstances. The logic behind this is the behavioral consistency principle, in other terms, the nature of a human does not alter profoundly during his life. If the recruiter sympathize a candidate, he may be tempted to prompt the candidate

Fuzzy CAR model for scoring behavioural interviews

Results and discussion

Findings

Conclusions