A high-structured interview is an interview whereby the interviewer asks questions to the interviewees which are already predetermined. On the other hand, a low-structured interview constitutes the asking of questions where most of them are not predetermined but a random. The constructs of a high-structured interview include those of basing on job-related constructs, availability of background information and type of job analysis(Huffcuttet al., 2001). On the other hand, the constructs of a low-structured interview include impression based constructs, use of an interview panel and the type of questions asked. There might be differences in the constructs tapped depending on structure because of some reasons. One of the reasons for this is the influence brought about by construct measurement for example where job analysis constructs are used in the high-structured interview only. Another reason is that of the availability of background information where if it is high a low structured interview is recommended.
The “Big Five” personality traits constitute of openness to experience, conscientiousness, extraversion, agreeableness, and emotional stability. Openness to experience refers to the extent at which a person is ready to learn new ideas or the level of intellectual curiosity that a person possesses. Conscientiousness is the attribute of being disciplined, dependable and always aiming to succeed. Extraversion is the trait of being energetic and always being talkative when in a company of others. Agreeableness is where one is cooperative to others rather than disagreeing with them. Emotional stability or neuroticism involves being very prone to physiological torture easily including getting angry. All the above traits can be ascertained to be the better predictors of job performance. According to the study by Hurtz, & Donovan, (2000), they were able to find out that there were those predictors that were better than others and they were conscientiousness and Agreeableness.
Personality is the receiving of renewed attention in the contexts of selection and employment purposes (Arthur, Woehr, &Graziano, 2001). Personality is measured through the objective tests where the results are not influenced by the examiner’s beliefs while the projective tests involve getting of results that are influenced by the examiner’s beliefs. Examples of objective tests include Myers-Briggs type indicator, neo-pi-r, Minnesota multiphasic personality inventory, 16PF, and Eysenck personality questionnaire. Examples of projective tests, on the other hand, include the Rorschach Inkblot Test and the Thematic Apperception Test. It is also important to note that although personality tends to be stable with time, there are likelihoods where it may gradually change in people. However, these changes are infrequent and happen as a result of the great disconnection of the person’s body function. On the other side, stable personality traits are fundamental in the shaping of a person’s life, especially in the employment and selection processes.
Huffcutt, A. I., Conway, J. M., Roth, P. L., & Stone, N. J. (2001). Identification and meta-analytic assessment of psychological constructs measured in employment interviews. Journal of Applied Psychology, 86, 897-913.
Hurtz, G. M., & Donovan, J. J. (2000). Personality and job performance: The big five revisited. Journal of Applied Psychology, 85, 869-879.
Arthur, Jr., W., Woehr, D. J., &Graziano, W. G. (2001). Personality testing in employment settings: Problems and issues in the application of conventional selection practices. Personnel Review, 30, 657-676.
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