Reliability of a Novel Format for the Selection Interview

1970 ◽  
Vol 26 (2) ◽  
pp. 451-456 ◽  
Author(s):  
James J. Asher
Keyword(s):  
Decision Making ◽  
Interrater Reliability ◽  
Global Rating ◽  
Range Restriction ◽  
Selection Interview ◽  
Selection Problems ◽  
Usual Procedure ◽  
Selection Decisions ◽  
Reliability Coefficients

Since the evidence has shown that the usual selection interview is unreliable, an alternate strategy was developed called the Q by Q Interview. The Q by Q format requires the interviewer to make a series of selection decisions instead of the usual procedure of waiting until the end of the interview to make a global rating. In 3 selection problems the Q by Q Interview resulted in high interrater reliability and in 3 other selection situations, reliability was low. An analysis of the raters' decision making indicated that when applicant responses were similar, there was range restriction which produced spuriously low reliability coefficients.

Q by Q Interview as a Predictor of Success in Second Language Learning

1971 ◽  
Vol 29 (1) ◽  
pp. 331-337 ◽  
Author(s):  
James J. Asher
Keyword(s):  
Language Learning ◽  
Second Language Learning ◽  
Interrater Reliability ◽  
Reliability And Validity ◽  
Language Aptitude ◽  
Range Restriction ◽  
Aptitude Tests ◽  
Intensive Training ◽  
Selection Interview ◽  
Predictor Of Success

This study was designed to find the reliability and validity of the selection interview used to predict student success after 6 wk. of intensive training in Arabic, German, Hungarian, Polish, Russian, Turkish, and Vietnamese. The criterion measures were grades and instructor ratings for listening, speaking, reading, and writing. The results indicated that interview reliability and validity were a function of range restriction. Given minimal range restriction, interrater reliability was extremely high and validity was substantial. Intelligence and language aptitude tests showed even higher validity than the interview.

Determinants of Interrater Reliability of Job Analysis: A Meta-analysis

2002 ◽  
Vol 18 (1) ◽  
pp. 52-62 ◽  
Author(s):  
Olga F. Voskuijl ◽  
Tjarda van Sliedregt
Keyword(s):  
Data Collection ◽  
Interrater Reliability ◽  
Meta Analysis ◽  
Job Analysis ◽  
Job Descriptions ◽  
Job Description ◽  
Research And Practice ◽  
Descriptive Information ◽  
Interrater Reliability Coefficients ◽  
Reliability Coefficients

Summary: This paper presents a meta-analysis of published job analysis interrater reliability data in order to predict the expected levels of interrater reliability within specific combinations of moderators, such as rater source, experience of the rater, and type of job descriptive information. The overall mean interrater reliability of 91 reliability coefficients reported in the literature was .59. The results of experienced professionals (job analysts) showed the highest reliability coefficients (.76). The method of data collection (job contact versus job description) only affected the results of experienced job analysts. For this group higher interrater reliability coefficients were obtained for analyses based on job contact (.87) than for those based on job descriptions (.71). For other rater categories (e.g., students, organization members) neither the method of data collection nor training had a significant effect on the interrater reliability. Analyses based on scales with defined levels resulted in significantly higher interrater reliability coefficients than analyses based on scales with undefined levels. Behavior and job worth dimensions were rated more reliable (.62 and .60, respectively) than attributes and tasks (.49 and .29, respectively). Furthermore, the results indicated that if nonprofessional raters are used (e.g., incumbents or students), at least two to four raters are required to obtain a reliability coefficient of .80. These findings have implications for research and practice.

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.

scholarly journals A New Decision-Making Method for Stock Portfolio Selection Based on Computing with Linguistic Assessment

2009 ◽  
Vol 2009 ◽  
pp. 1-20 ◽  
Author(s):  
Chen-Tung Chen ◽  
Wei-Zhan Hung
Keyword(s):  
Decision Making ◽  
Portfolio Selection ◽  
Quantitative Data ◽  
Decision Makers ◽  
Stock Selection ◽  
Qualitative And Quantitative ◽  
Selection Problems ◽  
Different Types ◽  
Linguistic Assessment ◽  
Stock Portfolio

The purpose of stock portfolio selection is how to allocate the capital to a large number of stocks in order to bring a most profitable return for investors. In most of past literatures, experts considered the portfolio of selection problem only based on past crisp or quantitative data. However, many qualitative and quantitative factors will influence the stock portfolio selection in real investment situation. It is very important for experts or decision-makers to use their experience or knowledge to predict the performance of each stock and make a stock portfolio. Because of the knowledge, experience, and background of each expert are different and vague, different types of 2-tuple linguistic variable are suitable used to express experts' opinions for the performance evaluation of each stock with respect to criteria. According to the linguistic evaluations of experts, the linguistic TOPSIS and linguistic ELECTRE methods are combined to present a new decision-making method for dealing with stock selection problems in this paper. Once the investment set has been determined, the risk preferences of investor are considered to calculate the investment ratio of each stock in the investment set. Finally, an example is implemented to demonstrate the practicability of the proposed method.

Interrater Agreement on a Socially Valid Measure of Students' Creativity

1987 ◽  
Vol 61 (3) ◽  
pp. 1009-1010 ◽  
Author(s):  
Mark A. Runco
Keyword(s):  
Interrater Reliability ◽  
Interrater Agreement ◽  
True Score ◽  
Valid Measure ◽  
True Variance ◽  
Interrater Reliability Coefficients ◽  
Reliability Coefficients

The reliability and true variance of a socially valid measure of creativity was assessed by asking three judges to rate the creativity of 29 adolescents. Interitem reliability was .93; interrater reliability was .48; and true score variance, estimated from the interitem and interrater reliability coefficients, was .65.

Estimating Subgroup Differences in Staffing Research When the Selection Mechanism Is Unknown: A Response to Li’s Case IV Correction

2018 ◽  
Vol 23 (2) ◽  
pp. 367-384 ◽  
Author(s):  
Dustin A. Fife ◽  
Jorge Mendoza ◽  
Eric Day ◽  
Robert Terry
Keyword(s):  
Monte Carlo Simulation ◽  
Monte Carlo ◽  
Group Membership ◽  
Group Differences ◽  
Selection Mechanism ◽  
Range Restriction ◽  
Subgroup Differences ◽  
Cohen’S D ◽  
Selection Decisions ◽  
Cohen's D

When estimating subgroup differences on incumbents, range restriction may bias estimates. Bobko, Roth, and Bobko recognized this problem and developed a Case II and Case III correction for Cohen’s d. Subsequently, Li developed a Case IV correction, which seeks to estimate group differences on a predictor using only incumbent data but must assume that group membership (e.g., ethnicity) plays no role in selection decisions. In this paper, we extend Li’s correction and relax this assumption. In addition, this new correction allows for the estimation of subgroup differences on both the criterion and predictor. Using Monte Carlo simulation, we study the performance of both estimators under situations where Li’s assumptions are violated and demonstrate that this new procedure almost always outperforms Li’s Case IV correction and does so with greater precision. We also provide R code to assist applied researchers in using these corrections.

Small Business Commercial Loan Selection Decision: An Empirical Evaluation

1982 ◽  
Vol 6 (4) ◽  
pp. 41-49 ◽  
Author(s):  
Nathaniel Jones
Keyword(s):  
Decision Making ◽  
Small Business ◽  
Small Businesses ◽  
Commercial Banks ◽  
Empirical Evaluation ◽  
Decision Makers ◽  
Selection Decisions ◽  
New Business ◽  
Decision Making Processes ◽  
Selection Decision

For many years, bank decision-makers and academic researchers have recognized the significance of both commercial banks and small businesses to the overall economy of America. However, there appears to be little, if any, statistically valid empirical research dealing with the decision-making processes in commercial banks which commit funds to small businesses. This article deals specifically with the decision-making process of 30 commercial loan decision-makers as they are faced with commercial loan selection decisions concerning Small Business (SBA guaranteed) new business loans.

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