Problem: Respond to my class mate: Hello Margareeta,
Thank you for sharing the video about biodata information. You mentioned that you would recommend structured questionnaires, given their high validity (Blackman, 2017). I agree that if standardized questionnaires are given to all candidates using the same structure, the same set of questions, in the same order, and graded by the same rules as suggested by Nandigama and Shyamsunder (2021), they can serve to assess a candidate's past and future behavior. One thing that always comes to mind when thinking of questionnaires is the interviewer's delivery of the questionnaire. If it is delivered via an in-person interview, the candidate may feel put on the spot and not respond as eloquently as if they had time to think; on the other hand, giving too much time to think can also lead to long-winded responses. Either way, some candidates are horrible at interviewing, and some can paint a better picture after taking this class; I think that a good option is interviewing in a group setting, which candidates perceive as a fair method (Blackman, 2017). What downsides do you see in panel interviewing? Need Assignment Help?
References:
Blackman, M. (2017). Using interviewing in selection. In H. W. Goldstein, E. D. Pulakos, C. Semedo, & J. Passmore (Eds.), The Wiley Blackwell handbook of the psychology of recruitment, selection, and employee retention (pp. 182 -201). Wiley Blackwell.
Nandigama, D., & Shyamsunder, A. (2021). Eeny, meeny, miny, moe: Hire him and let her go? Using science to reduce hiring bias. NHRD Network Journal, 14(2), 259-273.