The unstructured interview is the most used interview for selecting employees although this is most likely to change, as there is increasing evidence that the other two kinds of interview are a lot better at identifying applicants who are likely to do well on the job.
The 'reliability and validity', which Wysocki (2000) refers to, are two standards that are used in the selection process. When an organization is trying to separate the best candidate out of a group of candidates, some sort of rating scale is needed, the people selecting the new employee need to be able rate each candidate numerically, the best way would be to give them a score for each selection method used. When all the candidates have been scored, their scores can be compared and decisions made about who is the best person for the job.
"Five generic standards that should be met by any selection method are, (1) reliability, (2) validity, (3) generalisability, (4) utility and (5) legality." (De Cieri H, Kramar R, et al, 2003, p 196) The scores that are given to each candidate need to be reliable, that is free from random error. Reliability is defined by De Cieri and Kramar (2003) as 'the degree to which a measure is free from random error' . ...Show more