He Wānanga Whakarite: preparing Māori for surgical selection interviews

2021 ◽  
Author(s):  
Lincoln Nicholls ◽  
Nora Parore ◽  
Lance Buckthought
Keyword(s):  
Selection Interviews

Impact of Similarity of Interviewer-Interviewee and Interviewer-Interviewer on Ratings in a Selection Interview

1980 ◽  
Vol 47 (3_suppl) ◽  
pp. 1087-1092 ◽  
Author(s):  
Katherine F. Shepard ◽  
Maureen Hallinan
Keyword(s):  
Decision Making ◽  
Additional Data ◽  
Social Approval ◽  
Background Characteristics ◽  
Selection Interview ◽  
Ideal Candidate ◽  
Selection Interviews ◽  
Actual Selection

This study aimed to determine whether similarity of interviewer and interviewee or interviewer and interviewer influenced applicant interview ratings. Data on background characteristics, relative interests and need for social approval were secured from 21 faculty interviewers and 296 applicants during actual selection interviews. Contrary to prior findings based on simulated activity, the results did not uphold the role of similarity. Additional data gathered from follow-up interviews with faculty interviewers point to preconceived conceptions of an “ideal” candidate as a stronger reference point for decision making in selection interviews than similarity to self.

Retest effects in medical selection interviews

2018 ◽  
Vol 53 (2) ◽  
pp. 175-183 ◽  
Author(s):  
Barbara Griffin ◽  
Piers Bayl-Smith ◽  
Robbert Duvivier ◽  
Boaz Shulruf ◽  
Wendy Hu
Keyword(s):  
Selection Interviews ◽  
Medical Selection

An Investigation of Some Cognitive Factors Involved in Person-Perception during Selection Interviews

1989 ◽  
Vol 64 (3) ◽  
pp. 735-745 ◽  
Author(s):  
Julia Ferguson ◽  
Clive Fletcher
Keyword(s):  
Cognitive Complexity ◽  
Person Perception ◽  
Cognitive Integration ◽  
Cognitive Measures ◽  
Negatively Associated ◽  
Female Candidate ◽  
Wechsler Memory Scale ◽  
Cognitive Components ◽  
Selection Interviews ◽  
Opposite Sex

The study examined some of the cognitive components in accuracy of social perception during the selection interview. 75 undergraduates completed several cognitive measures and were then required to interview a candidate for the job of accountant and make ratings of the candidate on several dimensions. Analysis showed pervasive sex differences in accuracy, and many effects specific either to same sex or to opposite sex dyads. Accuracy of female interviewers tended to be associated with greater cognitive complexity and integration of the interviewers. Accuracy of male interviewers was more dependent on the sex of the candidate; when interviewing a male candidate, accuracy was negatively associated with cognitive integration and when interviewing a female candidate, accuracy was negatively associated with the logical memory and visual recall subscales of the Wechsler Memory Scale.

Assessing Personality in Selection Interviews

2015 ◽  
Author(s):  
Patrick H. Raymark ◽  
Chad H. Van Iddekinge
Keyword(s):  
Selection Interviews

scholarly journals Doeltreffende keuringsonderhoude: Die taak van lynbestuur

1982 ◽  
Vol 13 (4) ◽  
pp. 197-204
Author(s):  
David Tromp
Keyword(s):  
Risky Decision ◽  
Selection Interview ◽  
Selection Interviews ◽  
Effective Selection ◽  
Negative Effect ◽  
Selection Decision ◽  
Main Components ◽  
Line Manager ◽  
Structured Approach ◽  
Made In

Effective selection interviews: The task of line management The selection interview still remains one of the most important and most commonly used selection techniques. During their formal training personnel officials are normally taught how to conduct selection interviews in a professional and effective way. However, the final responsibility for the selection decision still rests with the line manager but he often lacks the skills necessary to conduct a good selection interview. The result of this is that a highly intuitive and risky decision is taken. In this article the most important errors which interviewers make, are discussed. These errors relate in the first instance to the way in which selection interviews are conducted and the resulting shortcomings in communication which have a negative effect on the availability of the information required for decision-making. Secondly, errors are often made in respect of the interpretation and evaluation of this information. A procedure for eliminating these errors is proposed of which the main components are a semi-structured approach and the use of an interview appraisal form based on the prior identification of the required behavioural dimensions.

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