After reading the article, summarize the purpose of the study, and then answer the questions.
Article: A Review of a Telephone-Administered Behavior-Based Interview Technique
Article summary
The interview technique has been developed for many years in the organizations to assess the behavior and capabilities of the candidates. The most important thing is to conduct the interview, ask pertinent questions, and find or derive the different insights to make the decisions. The main topic of the article is “The impact of the behavior-based interview in deriving the behavior and hiring the best candidate”(Oliphant, Hansen, & Oliphant, 2008). Interestingly, the authors of this article have elaborated the impacts of the interviews. Form structured to unstructured interviews, the management of the company intends to record the oral responses and behavior trait. The research has shown that the interview consideration by the management can add the value in both, the hiring and recruitment. The company can share the policies, cultures, behavior, structure, nature of the business and the norms in the interview process with the candidate. Successfully, the researchers have depicted the structured interviews, more value for the company, and this is due to the greater predictive validity. In the structured interview, according to the observations, the management usually asks the same questions with the same questions to all the candidates (Oliphant, Hansen, & Oliphant, 2008). The most productive results through this interview are quite visible, as the company usually identifies the needs and required traits and behavior of the applicant. Therefore, the relevant questions save the time and cost of the company and finally have a pertinent employee. However, concerning the behavioral based interviews, the companies usually adopt the different steps to assess the behavior of the employees. In the first step, the top executives and the experienced people in the company investigate the required behavior for the pertinent position. In the second step, the management has to make the difference regarding the top and average performance. The third and fourth steps contain the predictive questions and evaluation respectively. Finally, the research finds the behavior-based interview quite successful (Oliphant, Hansen, & Oliphant, 2008).
What are the authors’ main points for conducting the study?
The main points of the author in this study are the behavioral based interviews, behavior assessment, and effectiveness of this technique in different organizations. The main point is the structured interviews, which has a dimension of the behaviors based interviews along with the different steps. The authors have successfully intended to examine the management intentions in gathering the information from the different company stakeholder and make the different questions to assess the candidate behavior. Of course, there is the difference between the traditional interview techniques and the behavioral interview technique, and this is also the main considerations and the rationale for the research. It seems interesting to observe the management interactions and coordination with the experts to develop the needs and relevant questions, which are to be asked. These are the author’s main points for conducting this study (Oliphant, Hansen, & Oliphant, 2008).
Do you agree with the authors’ findings?
Yes, I agree with the findings of the authors. It is a fact that the structured interview is successful as compared to the other form of interviews due to the time and cost efficiency. I agree with the authors that the greater predicted validity can be gained in the behavior based or structured interview. For Instance, for the pertinent job position, the management can find the traits and behaviors to justify the job position, and asking the relevant questions can help in making the decision. Remarkably, the companies are using this technique by using the internal resources and developing the workable workforces in the best in the best interest of the operations. The big reason to agree with the author’s points is the assertion of the management of the companies in conducting the interviews on the telephones, which is a form of the behavioral based interviews (Feiler & Powell, 2016).
What evidence from additional sources supports your opinion?
Concerning the additional sources, many factors support my opinion about this research. Technically, telephonic, structured or behavior based interviews are helpful for the management to assess the knowledge and skills, which are required for the particular job position. The management, when asking the structured questions, insists the candidates share the past experiences or example, instead of having the hypothetical answers (Barclay, 2001). With the perspective of the candidate, they can create the impression, which can be analyzed or evaluated accordingly. When investigating the additional interview research, the findings show the improved selection and recruitment process, which results in the best organizational and job fit. The open-ended questions about the management allow the candidates to respond in detail, which is good to assess the behavior more effectively. Thus, these aspects support my opinion on the existing studies, as I believe in the effectiveness of this newly developed technique in the companies (Feiler & Powell, 2016).
What are the reasons employers use the employment interview to fill job openings?
There are many reasons of interviewing to fill the job opening in the company. For Instance, employers use the employment interview to test the knowledge that the candidate has, and through this knowledge, the management or the employer can cover the vast area of the job. In the interview process, there are some perspectives regarding the job, organization, personal goal and many others. Thus, the big reason for conducting the employment interview knows the employee or candidate’s perspective. Dramatically, with knowing this perspective, it seems easy for the management to drive the behavior and enhance the visibility of the job fit. Apart with the knowledge and experiences, the employee attitude, intentions, though, traits, goals, communication style, and interactions are necessary to examine or evaluate, and these are the main reason for conducting the employment interviews (Oliphant, Hansen, & Oliphant, 2008).
How effective do you think behavior-based interviews that are conducted via telephone are?
The effectiveness of behavioral based interviews is in the limelight in the companies. The big advantage that the management can have is the strategically prepared questions, which ultimately assist the company hires the best candidate. The behavioral based interview justifies the effectiveness due to the relevant information from the candidate. All the conversations in the behavior, interviews seem to the point, which ultimately reduces the time and cost. Relative the telephonic interview, the company prepares before dialing. The management usually researched with the experienced people in the company and contained the readiness. Dramatically, the due to this initiative, the time, and cost of the telephone call are less than other techniques. Also, this is quite effective due to its consistency, on the telephone calls, the managers have to ask the same questions and measure the behavior of the candidate effectively and rapidly (Barclay, 2001).
Briefly, describe the main features of equal employment laws, and tell how this article demonstrates these features.
The equal employment laws are in the fame, and the interview process of the company is linked prominently. For Instance, in the United States of America, Title VII of the Civil Rights Act of 1964 is a famous employment law. The main feature of this law is the prevention of the illegal discrimination, based on the race, color, religion and the culture. The management has to follow the law and provide the equal opportunities for the candidate according to the policy. About the article, the behavioral based telephonic interview indicates the link with the law. When investigating the behavior of the candidate, the company has to evaluate by the job requirement, and if a person, from any caste, religion, race, and color meet these behavioral requirements, the company should hire. The linkage with the article is also noticeable when it comes to the similar questions for all diversified candidates in the interview process. The management can successfully apply this law when using this technique of an interview (Feiler & Powell, 2016).
References
Barclay, J. M. (2001). Improving selection interviews with a structure: organizations’ use of “behavioral” interviews. Personnel Review; Farnborough, 30(1), 81.
Feiler, A. R., & Powell, D. M. (2016). Behavioral Expression of Job Interview Anxiety. Journal of Business and Psychology; New York, 31(1), 155-171.
Oliphant, G. C., Hansen, K., & Oliphant, B. J. (2008). A Review of a Telephone-Administered Behavior-Based Interview Technique. 71(3), 383-386.
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