Research On Structured Interview

Today, the dramatic development of China's economy has been pushed enterprise into unprecedented position. More and more person fulfilled their life values on the platform which supplied by enterprise. Person's dignity, value, wisdom, ability, enthusiasm and creativity has totally expressed in enterprise. So, it is significant to research interview which used frequently on human resource selection.Former studies got the evidence that interview had very low reliability and validity. Since the 1980s, empirical studies indicated that structured interview had moderate evidence for reliability and validity. And with the cruel market competition and the implementation of Labor Contract Law, China's managers have recognized that traditional interview had so many obvious disadvantages. Well-structured interview has been welcomed gradually. Recently, there have some academic reports on interview reliability. Because of limitation of relevant resources, the interview validity research is very hard to found. The wide use of interview on practice and the limitation of interview's validity research have formed sharp comparison. Validity is the core factor which measures the effect of interview. Considering that interview was widely used in human resource management and played a crucial role in personnel decisions, research on how to improve the interview's validity has moderate high theoretical value and outstanding practical value.Low validity of interview attributes to two essential problems. First, interview questions design mistakenly. As we all know, interview question is the key tool which measures person's qualities. Previous research on talent evaluation mostly focused on the foundation and authentication of competency model on specific position. But as an evaluation tool, competency is just a step in the structured interview. It does not address the root causes of link issues between "measure what" and "how to measure". Like a chain, the most critical step breaks. The second key reason is that interviewer poorly judges the authenticity of information given by candidates. As China's growing army of the employment, competition for talent intensifies, a variety of lies occurs in interviews. Interviewers have very low ability to detect deception in interviews. Most of the wrong selection decisions result from this act. In accordance with the ideals of view, if we can resolve information asymmetry problem between examiners and candidates, then make accurate hiring decisions will cease to be a problem.In response to the first problem, we can construct structured interview process systems based on Person-Job-Organization matching theory. Personnel selection must be made to match four levels: ability and job matching, person and job matching, person and organization matching, and the development of person and organization matching. At the same time, we discussed how to achieve this four type matching levels according to specific structured interview techniques which were behavioral interview, situational interview, expected performance interview, and deep-trait interview. Then, we can get a lot of typical working stories on the job through behavioral event interview. Form these typical stories; we can conclude competency, interview questions and score standards. All the work aimed at the design of structured interview question. Therefore, we created a system of scientific, operational, standard application of knowledge systems which used to interview evaluation. Then, applying this operating system to specific enterprises and specific job in order to create a set of specific structured interview questions, score standards and score forms. Finally, conducting ground structured interviews on 57 sales of specific enterprise. Interviewer divided into two groups, each group was composed of four interviewers. The results of empirical study showed that the structured interview got higher validity than before. Validity coefficient was as high as 0.712. Furthermore, the results showed that the structured interview operating system based on P-J-O match theory, particularly the specific interview questions design process can effectively improve the validity of structured interview. For the second problem, this paper reviewed a number of Western deception detection tools and achievements, as Reid model, the objective Nonverbal Behavior indicator, standards-based content analysis (CBCA), real monitoring (RM), scientific content analysis (SCAN), and Connelly indicators. In order to verify the Western deception detection tools of the applicability in Chinese cultural background and structured interview situations, this experimental study chose 55 subjects from Xiamen University. The conclusion of the study showed that interviewer had very low ability to detect deception; through training of Reid model, CBCA, RM, and other techniques interviewer received higher hit rates which showed that these techniques also had a certain value on detecting deception in interview; Connelly indicators which dedicated to the field of recruitment interviews obtained dramatic higher 72.22 percent accuracy rate, in can be carried out to promote the use of practice; full consideration of the non-verbal behavior deception clues and verbal deception clues can be effectively improved accuracy rate, and so on. This experimental study had also established a set of integrated, suitable for China's cultural background deception detection techniques, which can be described as Comprehensive Deception Analysis (CDA).In sum, through how to improve the validity of structured interviews, this paper respectively researched two key factors which were the design of structured interview question and individual detection of deception. Using empirical study to verify the effectiveness of structured interview design model and identify some applicable deception detection clues.