Why are structured interviews so rarely used in personnel selection?
By adopting the theory of planned behavior, this study tried to predict human resources managers' (N = 79) intentions toward unstructured and structured interview techniques. Managers evaluated case descriptions of both techniques and were interviewed about their own practices. The data revealed stronger intentions toward unstructured interviewing than toward structured interviewing, which was consistent with their own practices in selecting staff, which appeared to be rather unstructured. l. Ajzen's (1991) theory appeared to be a useful framework for predicting managers' intentions. In particular, attitudes and subjective norms were predictive of intentions to engage in either method. Only intentions toward the unstructured case were related to managers' actual behavior.
van der Zee
Karen I
KI
Department of Psychology, University of Groningen, The Netherlands. k.i.van.oudenhoven-van.der.zee@ppsw.rug.nl
Bakker
Arnold B
AB
Bakker
Paulien
P
D000328:Adult; D001290:Attitude; D003657:Decision Making; D005260:Female; D005544:Forecasting; D006801:Humans; D007398:Interpersonal Relations; D007407:Interviews as Topic; D008297:Male; D008875:Middle Aged; D010551:Personality; D010560:Personnel Selection