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  • 1
    Electronic Resource
    Electronic Resource
    Employee selection: a question of structure (1999)
    Bingley : Emerald
    Personnel review 28 (1999), S. 134-151 
    Details
    ISSN: 0048-3486
    Source: Emerald Fulltext Archive Database 1994-2005
    Topics: Economics
    Notes: The first part of a larger study into organisations' use of structured interviewing techniques. Discusses reasons for continued popularity of interviewing in selection, despite its shortcomings. Considers the use of two structured interviewing techniques to improve selection: behavioural and situational questioning. Presents the findings of a large scale survey of UK organisations' use of these techniques. The use of structured interviewing is rapidly increasing and is used by all sizes of organisation. Behavioural interviewing is being used more than situational interviewing, and many respondents use both techniques. Structured techniques are most commonly used for management posts. Discusses links with competency based HRM and roles of line managers and HR specialists in selection. Areas for further research are outlined.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1108/00483489910249045
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    Paper (German National Licenses)
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  • 2
    Electronic Resource
    Electronic Resource
    Improving selection interviews with structure: organisations' use of "behavioural" interviews (2001)
    Bingley : Emerald
    Personnel review 30 (2001), S. 81-101 
    Details
    ISSN: 0048-3486
    Source: Emerald Fulltext Archive Database 1994-2005
    Topics: Economics
    Notes: Explains the advantages of behavioural interviewing as a method of employee selection. Reports on a survey of UK organisations' use of behavioural interviewing in selection. Both interviewers and candidates were positive about the technique. Benefits identified were better quality information gathering leading to improved selection decisions, more consistency and improved skills of interviewers, as well providing candidates with better opportunities to explain their skills. Concerns were raised regarding the training, practice and time required, scoring procedures and possible limitations in respect of certain candidates. Links with wider use of competencies in HRM are examined as well as links with other selection methods. Concludes that behavioural interviewing has significant benefits in improving selection and can also be applied to other interviewing situations such as discipline and grievance. Discusses implications for interviewers, candidates and trainers. Issues for further research are outlined.
    Type of Medium: Electronic Resource
    URL: http://dx.doi.org/10.1108/00483480110380154
    Location Call Number Expected Availability
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    Paper (German National Licenses)
    Fulltext
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