Selection Interview Research Articles

Thou Shalt not Lie! Exploring and testing countermeasures against faking intentions and faking in selection interviews

AbstractMany applicants use faking in interviews to present themselves more favorably than they really are. There is widespread concern that this may affect interview validity. As previous research on countermeasures is sparse, we conducted an exploratory study to identify the most promising countermeasures. For technology‐mediated interviews, these were warnings referring to a criterion‐based content analysis and lie detection algorithms focusing on nonverbal or paraverbal cues. For face‐to‐face interviews, these were objective questions and a personable interviewer. We then investigated the effects of these countermeasures on faking intentions in two experimental vignette studies and on faking in another simulated interview study. However, none of the countermeasures could reduce faking intentions or faking. Additionally, in the vignette studies, warnings impaired applicant reactions.

A Semistructured Interview for Surgical Residency Targeting Nontechnical Skills

We review the development, implementation, and initial outcomes of a semistructured interview process to assess the nontechnical skills of surgical residency applicants. In 2018, we restructured our residency selection interview process. Through semistructured faculty interviews, we sought to evaluate candidates along seven nontechnical skills (grit, ownership, rigor, teamwork, presence, impact, and organizational alignment). We plotted each candidate's scores on a radar plot for graphical representation and calculated the plot area of each candidate. We retrospectively evaluated 3 years of data, comparing the nontechnical skill scores of matriculants into the training program to those of nonmatriculants. Tenwek Hospital is a 361-bed tertiary teaching and referral hospital in rural western Kenya with a 5-year general surgery residency program. Thirty-one applicants were interviewed over 3 years. Thirteen matriculated into the program. Scores for grit, (4.8 vs 3.9; p = 0.0004), impact (4.2 vs 3.5; p = 0.014), ownership (4.2 vs 3.6; p = 0.01), and organizational alignment (4.3 vs 3.8; p = 0.008) were significantly higher in matriculants. This semistructured interview process provides a robust and beneficial mechanism for assessing applicants' nontechnical skills, which may allow for the matriculation of more well-rounded candidates into surgical residency and, ultimately, surgical practice.

Stories of employability: improving interview narratives with image-supported past-behaviour storytelling training

PurposeStories of employability are told in employment and educational settings, notably the selection interviews. A popular training approach guiding higher education students to construct employability stories has been the past-behaviour storytelling method. However, insufficient research exists regarding the method's effectiveness and optimisation. This study examines whether the method (1) increases the quantity and quality of interview narratives in story forms and (2) can be enhanced by image stimuli.Design/methodology/approachIn a double-blind randomised control trial with repeated measures, participants submitted four weekly interview narratives. After receiving past-behaviour serious storytelling training in Week 3, they were randomly allocated to an exposure group using images and a control group using keywords as a placebo to continue producing interview narratives. The interview narratives were assessed based on the number of stories and quality ratings of narrative conformity, relevance and conciseness. Results before and after the training, and with and without the image stimuli, were analysed.FindingsTraining increased the number of stories. Training and repeated practice also increased narrative quality ratings. However, the image-based intervention was the strongest predictor of improved quality ratings (effect size 2.47 points on the observed scale of 0–10, p < 0.01, 95% CI [1.46, 3.47]).Practical implicationsA pre-existing ability to tell employability stories cannot be assumed. Training is necessary, and intervention is required for enhancement. Multi-sensory narrative interventions may be considered.Originality/valueThis study is the first known double-blind randomised control trial with repeated measures evaluating if storytelling training and image stimuli improve interview narratives.

Which Skills Matter for What Type of Worker? Cognitive Skills, Personality Traits, Hiring Channels and Wages in Bangladesh

We use matched employer-employee data representing the formal sector in Bangladesh to provide descriptive evidence of both the relative importance of cognitive skills and personality traits in this part of the labour market and the interplay between skills and hiring channels in determining wages. While cognitive skills (literacy, a learning outcome) affect wages only by enabling workers to use formal hiring channels, they have no additional wage effect. Personality traits do not affect hiring channels, but they do enjoy a positive wage effect. This wage effect differs by hiring channel: those hired through formal channels benefit from higher wage associations with openness to experience, but lower effects of hostile attribution bias. Those hired through networks enjoy higher wages for higher levels of emotional stability, but they are also punished for higher hostile attribution bias—in line with different occupational levels being hired predominantly through one channel or the other. We provide suggestive evidence that employers might use hiring channels differently, depending on what skill they deem important: employers valuing communication skills, arguably observed during selection interviews, are associated with a larger within-firm wage gap between formal and network hires, while the importance of teamwork is associated with a smaller wage gap.

Climate Change and Food Security Prioritizing Indices: Applying Analytical Hierarchy Process (AHP) and Social Network Analysis (SNA)

Food security and climate change are multidimensional issues. Therefore, a lack of knowledge about the most essential variables made these concepts more complex for decision-making and highlighted the need for credible decision support methods. Here, we aim to develop an accurate tool by using the analytic hierarchy process (AHP) method to explore the priority indicator of food security under climate change in Iran and social network analysis (SNA) to support decisions. The following steps were conducted for the AHP approach: a literature review, a Likert questionnaire and experts’ interviews for variable selection and the variables’ weight determination and prioritization by pairwise comparison questionnaire, designed based on the hierarchy matrix of the criteria and sub-criteria of food security and climate change. The SNA was employed to understand the robustness of the informants’ points of view for indicator selection. After the analysis, 61 criteria were extracted. Sustainability was the important criterion, weighted 0.248. The most important sub-criteria (indicators): groundwater sources, household income, underweight adolescent ratio, food wastage and an annual average of precipitation, weighted 0.095, 0.091, 0.125, 0.227 and 0.236, respectively. The SNA showed that professionals with academic origins focused on the sustainability component. The AHP tool is a credible technique to distinguish the most important criteria. The results might be employed to estimate or predict food security under climate change and simplify decision making in Iran.

Structural Model Analysis of Factors Affecting Sustainable Teacher Job Satisfaction in Korea: Evidence from TALIS 2018

This study aims to explore the relationship between the preparedness, self-efficacy, career motivation, and job satisfaction of Korean teachers with the 2018 data of TALIS (Teaching and Learning International Survey). For this purpose, 1266 Korean middle school teachers were selected, and an analysis of mediating effects was executed by utilizing structural equation modeling and phantom variables. The results are as follows: teacher preparedness had a significant and positive effect on teacher self-efficacy and career motivation. However, it failed to show a significant effect on teacher job satisfaction, which was instead significantly and positively affected by teacher self-efficacy and career motivation. In addition, based on the analysis of the estimate of mediating effects, it was discovered that teacher career motivation had a greater positive effect than that teacher self-efficacy on teacher job satisfaction. Taking these results into consideration, this study accordingly makes suggestions concerning the improvement of sustainable teacher job satisfaction, self-efficacy and career motivation inside teacher education courses. Furthermore, this study will propose measures such as further valuing the Teaching Personality and Aptitude Test and strengthening in-depth interviews in student teacher selection, extending teaching experiences through simulated instruction and peer supervision as well as providing well-organized teaching professional counseling opportunities for student teachers.

Can selection interviews predict OSCE performance? Evidence from Hannover Medical School

ObjectivesWe analyze whether the student selection process at Hannover Medical School (MHH), which combined a semi-structured interview with school leaving grades, can predict performances in an Objective Structured Clinical Examination (OSCE). We also check whether there are differences between assessments of clinical knowledge, practical skills, and communication abilities. MethodsWe use data from 525 medical students who were admitted after a successful selection process and who completed the OSCE in the years 2015–2019. We employ multivariate regressions and a mediation analysis approach to learn whether study success after admission and prior to the OSCE mediates the outcome of the latter. ResultsA better performance in the MHH’s selection interview is unrelated to success in the OSCE. However, there is a small but significant influence of school grades on OSCE results in each part except for the assessment of communication skills. The impact of the school grade is partially mediated by performances in written and oral exams preceding the OSCE. DiscussionSchool grades matter for the OSCE outcome, albeit to different degrees for more learning-based vs. practical parts of the examination. The interview at MHH was purely informative and unrelated to study success, also in the assessment of communication skills. Better structured interview tools may yield better results. ConclusionStudents’ cognitive abilities predict study success in an undergraduate OSCE. Performances in a semi-structured selection interview have no impact, not even the assessment of communication skills.

Analysis of Recruitment and Selection Quality Improvement on The Indonesian National Armed Forces Personnel: A Case Study of The Garuda Task Force in MINUSCA

Peacekeeping-related research has increased in the last two decades as the number and complexity of peacekeeping operations, and the associated resource commitments have increased. However, studies investigating recruitment and selection issue remains understudied. Indonesia is known as a contributing country that deploys uniformed personnel as peacekeepers and serves under the banner of the United Nations. Efforts to ensure competent peacekeeping forces can be carried out through an objective recruitment and selection process. By reviewing the literature, this article aims to analyze the improvement of the quality of recruitment and selection of the personnel of the Garuda Task Force, particularly the Multidimensional Integrated Stabilization Mission in the Central African Republic (MINUSCA). The results show the need to improve the quality of recruitment and selection of TNI personnel starting from the planning stage, vacancy announcement, to the selection stage, which consists of potential screening candidates, and selection interviews. In order to improve the recruitment and selection process, it is necessary to pay attention to the key factors both from the perspective of the employer and the candidate.

Interviewing Amidst a Pandemic: Perspectives of US Residency Program Directors on the Virtual Format

ABSTRACT COVID-19 imposed significant limitations upon the 2021 U.S. National Resident Matching Program (NRMP), most important of which is the replacement of traditional in-person interviews with a virtual format. To determine the strengths, limitations, and overall utility of virtual interviews (VIs) for residency applicant selection, a 14-question electronic survey was administered to programme directors (PDs) of all American Council for Graduate Medical Education (ACGME)-accredited residency programmes, from December 2020 through March 2021. PDs were asked about their experience with VIs and the ability to assess residency applicants using the virtual format. A total of 1123 PDs (30% response rate) representing 30 different specialities responded to our survey. Compared to in-person interviews, VIs made it more challenging to assess applicants’ fit with the programme, emotional intelligence, commitment to speciality, and ability to function as a resident physician. Overall, only 15% of PDs believed that VIs were better than in-person interviews. Once travel restrictions are lifted and in-person interviews are possible, 67% of PDs plan on hosting dual-format residency interviews, while 26% and 5% of PDs will exclusively host in-person interviews and VIs, respectively. This result was significantly different between surgical and non-surgical programmes [35% of surgical PDs suggested they would offer in-person interviews exclusively, compared to 21% of non-surgical PDs, p < 0.0001]. Although proven to be cost and time-efficient, VIs were challenging in evaluating certain qualities of residency applicants. While this study was focused on U.S. residency matching, it provides important insights about the future of VIs in medical recruitment as a whole.

Fostering noticing in prospective teachers through a video-based course: Results of an intervention study from China

Teacher noticing of student mathematics thinking, an essential professional competency, has not been sufficiently investigated in China. In this paper, based on four video clips, we combined the frameworks of Stockero et al. and Jacobs to analyze the characteristics and changes of 19 prospective teachers’ (PTs) noticing under the intervention of the course “Mathematics Teaching Theory in Middle School.” The results showed that (1) the agent of noticing shifted from teachers and mathematical content to students; (2) the percentage of noticing to content with mathematical characteristics remained high, and that of noticing to general math increased significantly after the intervention; and (3) the percentages of noticing to analyzing student math learning and math interaction noticeably increased. Moreover, from select PT interviews (four in total) and facilitator reflections, we concluded four potential strategies for improving interventions to enhance PT noticing: enriching video resources, refining the task requirements, specifying teaching evaluations, and optimizing course implementation.

Experiences, perspectives, and advice for using virtual interviews in post-graduate trainee selection: a national survey of CCFP (EM) program directors.

ObjectiveDue to the COVID pandemic, restrictions were put in place mandating that all residency interviews be transitioned to a virtual format. Canadian CCFP(EM) programs were among the first to embark on this universal virtual interview process for resident selection. Although there have been several recent publications suggesting best practice guidelines for virtual interviews in trainee selection, pragmatic experiences and opinions from Program Directors (PDs) are lacking. This study aimed to elicit the experiences and perspectives of CCFP(EM) PDs after being amongst the first to conduct universal virtual interviews in Canada.MethodsA 17-item online survey was created and distributed to all CCFP(EM) PDs (n = 17). It explored the virtual interview format employed, perceived advantages and disadvantages of a virtual configuration, confidence in determining a candidate’s rank order, and PD preference for employing a virtual interview format in the future. It also elicited practical advice to conduct a smooth and successful virtual interview day.ResultsThe survey response rate was 76.5% (13/17). Nine respondents (69.2%) agreed that the virtual interview format enabled them to confidently determine a candidate’s rank order. With respect to preference for future use of virtual interviews, 23.1% agreed, 38.5% disagreed and 38.5% neither agreed nor disagreed. Inductive thematic analysis of free text responses revealed themes related to virtual interview advantages (time, financial, and resource costs), disadvantages (difficulty promoting smaller programs, getting a ‘feel’ for candidates and assessing their interpersonal skills), and practical tips to facilitate virtual interview processes.ConclusionOnce restrictions are lifted, cost-saving advantages must be weighed against suggested disadvantages such as showcasing program strengths and assessing interpersonal skills in choosing between traditional and virtual formats. Should virtual interviews become a routine part of resident selection, the advice suggested in this study may be considered to help optimize a successful virtual interview process. Supplementary InformationThe online version contains supplementary material available at 10.1007/s43678-022-00312-1.

Improving the Approach to Defining, Classifying, Reporting and Monitoring Adverse Events in Seriously Ill Older Adults: Recommendations from a Multi-stakeholder Convening.

Clinical trials are needed to study topics relevant to older adults with serious illness. Investigators conducting clinical trials with this population are challenged by how to appropriately define, classify, report, and monitor serious and non-serious adverse events (SAEs/AEs), given that some traditionally reported AEs (pressure ulcers, delirium) and SAEs (death, hospitalization) are common in persons with serious illness, and may be consistent with their goals of care. A multi-stakeholder group convened to establish greater clarity on and new approaches to address this critical issue. Thirty-two study investigators, members of regulatory and sponsor agencies, and patient stakeholders took part. The group met virtually four times and, using a collaborative approach, conducted a survey, select interviews, and reviewed regulatory guidance to collectively define the problem and identify a new approach. SAE/AE challenges fell into two areas: (1) definitions and classifications, including (a) implausible relationships, (b) misalignment with patient-centered care goals, and (c) well-known associations, and (2) reporting and monitoring, including (a) limited guidance, (b) inconsistent standards across regulators, and (c) Data Safety Monitoring Board (DSMB) member knowledge gaps. Problems largely reflected practice norms rather than regulatory requirements that already support context-specific and aggregate reporting. Approaches can be improved by adopting principles that better align strategies for addressing adverse events with the type of intervention being tested, favoring routine and aggregate over expedited reporting, and prioritizing how SAE/AEs relate to patient-centered care goals. Reporting plans and decisions should follow an algorithm underpinned by these principles. Adoption of the proposed approach-and supporting it with education and better alignment with regulatory guidance and procedures-could improve the quality and efficiency of clinical trials' safety involving older adults with serious illness and other vulnerable populations.

Cognitive and Non-Cognitive, Doctor-Relevant Competencies for the Selection of Prospective Country Doctors in Bavaria: Corona-Compliant Selection Process Across Institutes

The challenge is to counteract the undersupply of doctors in rural areas in Bavaria. As one possibility, the "Country Doctor Quota" measure provides for the allocation of dedicated medical study places for prospective specialists with general practice activities. A specific selection process for future medical students was established and safely implemented under the safety and hygiene conditions of the corona pandemic. In Bavaria, a two-stage selection process was developed and used in full for the first time in 2021 for the selection of students. Due to the corona pandemic, only the results of stage 1 of the process for the selection of prospective students were taken into account in the previous year. Cognitive and non-cognitive criteria were included in a 2-stage selection process. In the second stage, physician-relevant competencies (e. g. resilience, problem-solving ability, empathy and compassion, communication skills, ethical decision-making, as well as consulting and social skills) were assessed by Bavarian family doctors in four multiple mini interviews and a 10-minute, semi-structured individual interview. A maximum of 100 points could be achieved. A digital, contact-free selection process was established and successfully implemented to ensure protection and hygiene conditions in the context of the interviews. A total of 436 people applied as part of the Bavarian country doctor quota for the 2021/2022 winter semester; 226 applicants were invited to the selection interviews at the second stage, of which 115 applicants received a place at the university. 64% of the participants had already completed medical vocational training, the high school graduation grade average was 2.4. The developed selection process identified applicants as part of the Bavarian country doctor quota and selected using objective criteria. All available medical study places were filled with the 115 finally selected applicants. To what extent the selected applicants (can) counteract the impending shortage of prospective specialists with general practitioner work remains to be seen.

PTI’S DHARNA (SIT IN), 2014 AND PPP RESPONSE AS PARLIAMENTARY OPPOSITION: AN OVERVIEW

This paper revisits the protest also known as Dharna of Pakistan Tehreek-e- Insaaf (PTI) under the leadership of Imran Khan against the rigging allegation of elections of 2013. The paper briefly covers PTI’s Dharna (Sit in) in year 2014. The paper also presents an overview of the Pakistan Peoples Party (PPP) response towards the protest of PTI as major opposition party in the parliament. This paper evaluates the views of major PPP leaders and legislatures about PTI’s Dharna (Sit in). This study is based on both primary and secondary data collection and applied through the qualitative method. Primary data included the selective interviews of politicians conducted in 2021 and secondary data included journal articles and mostly reliable newspaper articles. Key Words: PTI, Dharna (Sit in), PPP, Parliamentary Opposition, Democracy.

More than just Software Surprises: Purposes, Processes, and Directions for Software Application Easter Eggs

"Easter eggs" are features hidden inside software, and the practice of developers including them is a long-standing global phenomenon. They have seen some investigation in the context of games, but despite their prevalence in non-game software applications, their nature within this context is less clear. We perform a qualitative, investigative analysis of Easter eggs in non-game software application contexts, using primarily archival research including discussion forums, social media posts, and user-created online databases, along with select developer interviews. Our work uncovers the stories behind, motivations for creating, and intended perceptions of Easter eggs, which we present as categories of purposes with illustrative examples. This analysis also informs a categorization and discussion of processes that Easter eggs undergo concerning the social and emotional circumstances of their developers and users. Finally, we use our results to motivate future directions for applying Easter eggs in user interfaces.

CONCEPTUAL FRAMEWORK FOR APPLICATION OF AFFIRMATIVE ACTION ON RECRUITMENT AND SELECTION IN POLICE AGENCIES

Affirmative action is one of the most controversial issues in the management of public human resources, including in police agencies. Recruitment and selection are no longer only about recruiting the best talents but are also oriented towards accommodating diversity. This article discusses the experience of affirmative action in recruitment and selection in police agencies, the conceptual framework for affirmative action in recruitment and selection, and the conceptual framework of factors that influence the application of affirmative action in recruitment and selection so that its implementation runs optimally. Through a literature study, the results show that the implementation of affirmative action in police agencies tries to accommodate minority groups to enter the organization with a focus on gender, race, and ethnicity. In its implementation, problems occur in both developed and developing countries. Therefore, the application of affirmative action in recruitment and selection must be identified in the recruitment and selection stages itself starting from the recruitment process, candidate screening, and selection interviews. In order for the implementation of affirmative action to run optimally at the recruitment and selection stages, the influencing factors need to be considered both before carrying out recruitment and selection—in the form of an internal environment that supports diversity, organizational willingness, and determining target locations—as well as at the time of recruitment and selection, seen from the perspective of the employer and the perspective of the applicant or candidate.

The drawbacks of advantages.

This commentary offers reflection on what is lost when selection interviews move into a virtual space, using Rodriguez et al. to argue that inviting applicants to visit, spend time and “be there” still looks like the best way to consider “fit.”

Qualitative assessment of online information available on accredited head and neck surgery fellowship programs.

The present study aims to assess the quality and availability of online information about fellowships accredited by the American Head & Neck Society (AHNS). AHNS directory pages and institutional web sites of 50 AHNS-accredited fellowships were identified. Web pages were scored using 20 standardized criteria including general information, application information, alumni, surgical training, research, and quality-of-life. Median scores for AHNS directory pages and institutional web sites were 11 (range: 7-14) and 10 (4-15), respectively. Faculty listings, contact information, program location, number of positions, and breadth of surgical exposure were the most commonly listed criteria. Less common criteria included didactic schedule, protected academic time, previous research projects, year of accreditation, work-life balance, fellow selection criteria, interview information, and salary. The AHNS directory and institutional web sites are most comprehensive in general program information and details about surgical training. Information about the application process, work-life balance, and research opportunities were less common.

Feasibility of an automated interview grounded in multiple mini interview (MMI) methodology for selection into the health professions: an international multimethod evaluation

ObjectivesGlobal, COVID-driven restrictions around face-to-face interviews for healthcare student selection have forced admission staff to rapidly adopt adapted online systems before supporting evidence is available. We have developed, what we...

Manajemen Rekrutmen Guru PAI di SMK Nurul Iman Palembang (Analisis Terhadap Proses dan Materi Seleksi)

This study aims to analyze the management of teacher recruitment which focuses on the study process and selection material. This research was conducted at SMK Nurul Iman Palembang, as a school known for its quality in the recruitment and development of teachers. This study uses a qualitative method based on descriptive studies, with data collection techniques using observation, interviews, and documentation. Informants in this study were principals, vice principals, and teachers. The data analysis technique used is data reduction, data presentation and verification or drawing conclusions. The results of the study explain that the teacher recruitment process at SMK Nurul Iman Palembang goes through the stages of preparation for teacher recruitment, formation of a teacher recruitment committee, dissemination of recruitment information, acceptance and collection of administration, preparation of selection materials, interviews, and determination of participant graduation. The selection materials include four materials as stated in Law no. 14 of 2005 concerning teachers and lecturers, namely pedagogical material, professional material, personality material, and social material.