Why are structured interviews so rarely used in personnel selection?

Karen I. van der Zee, Arnold B. Bakker, Paulien Bakker

Research output: Contribution to journalArticlepeer-review

111 Citations (Scopus)

Abstract

By adopting the theory of planned behavior, this study tried to predict human resources managers' (N = 79) intentions toward unstructured and structured interview techniques. Managers evaluated case descriptions of both techniques and were interviewed about their own practices. The data revealed stronger intentions toward unstructured interviewing than toward structured interviewing, which was consistent with their own practices in selecting staff, which appeared to be rather unstructured. l. Ajzen's (1991) theory appeared to be a useful framework for predicting managers' intentions. In particular, attitudes and subjective norms were predictive of intentions to engage in either method. Only intentions toward the unstructured case were related to managers' actual behavior.

Original languageEnglish
Pages (from-to)176-184
Number of pages9
JournalJournal of Applied Psychology
Volume87
Issue number1
DOIs
Publication statusPublished - Feb 2002
Externally publishedYes

ASJC Scopus subject areas

  • Applied Psychology

Fingerprint

Dive into the research topics of 'Why are structured interviews so rarely used in personnel selection?'. Together they form a unique fingerprint.

Cite this