What do you get when you combine a structured interview with a performance assessment? Perhaps some sort of hybrid with pieces from both sides. In the June 2009 issue of the International Journal of Selection and Assessment we find out more.
Morgeson et al. describe the development of a "performance interview" that combines a structured interview with an on-site performance demonstration. Essentially this involved going to the relevant work area (this study was for parts manufacturers) and asking a series of questions to determine promotability, such as "How do you set up this machine?" It's fascinating stuff, and it worked (using concurrent measures), although it might be challenging to use for less observable performance measures. For more details, check out the in press version here; the recipe book starts on page 12, and check out the example on page 41.
What else is in the issue? Take a look:
Predicting managerial readiness in Chinese workers
Is inflation in personality inventories necessarily a bad thing?
Do occupations tend to have their own personality? (yep)
Leadership effectiveness: Self- versus other-ratings (check out who tends to inflate)
CWBs: The organization plays a role
Biodata continues to shine (this time in healthcare organizations)
Is handwriting analysis popular among European employers? Not so much.
Can you predict military performance using personality inventories? Seems so.
Job experience v. personality measures in a small sample
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