Too Much Information The Case Of The Job Interview

Marla Gottschalk Empowered Work Requires a Strong Foundation Too Much Information? The Case of the Job Interview I just lately completed reading “Blink” by Malcolm Gladwell â€" a very intelligent e-book which poses the speculation that we don’t must process the whole story to really grasp the “gestalt” of that story. Of course, the real skill lies in figuring out what information to consider and what information to ignore. While studying, I couldn’t assist however consider how this idea of creating decisions on thinner “slices” of behavior or information might apply to office practices. Is much less data better? Well, in some instances it might be. Consider the standard employment interview for a moment. When you consider all of the business practices we overtly malign (yearly efficiency critiques for example) employment interviews have really escaped their fair share of deserved criticism. Why is that this? One purpose is that employment interviews have merely been a truth of labor life â€" an accepted method of doing enterprise. It appears that when you think about the prospect of a new job, an interview is always the very first thing you anticipate. The Down Side You may assume the run of the mill interview does a reasonably good job at doing what it was supposed to do. But this is not the case â€" they are a bit like a living fossil on the earth of business practices. In actuality, the predictive validity of the standard interview is kind of low, primarily attributed to subjective error. Shocked? As informed to me by a professor, “People by nature are hopelessly curious. The idea of making decisions a few candidate with out speaking with them in person makes us really feel uncomfortable, even at the cost of making our choices much less accurate”. We simply appear to want the entire additional data that may run us in the mistaken direction â€" and resist evaluating candidates based upon key qualifications, exams and work historical past a lone. We permit ourselves to think that we “just know” who is correct for the job. That’s the primary mistake we make. The Bright Side Researchers have investigated practices that assist improve the “hit price” of the employment interview as a variety method. Of course, these practices try to hold decision makers on track and help them concentrate on info important to the job in question. The practices are designed to limit the subjectivity of the interview process and idiosyncratic interviewer practices. You can read extra about that here, if you wish. Utilize the time with a candidate properly. Here are some key findings from previous analysis which you can apply within your group: Interviews aren’t going away, that’s a given. So let’s handle the “information overflow” correctly. Dr. Marla Gottschalk is a Workplace Psychologist positioned in East Lansing, Michigan. Contact her follow at You can even find her on Twitter and Linkedin. Post navigation Fill in your details under or click on an icon to log in: You are commenting utilizing your WordPress.com account. (Log Out/ Change) You are commenting using your Google account. (Log Out/ Change) You are commenting using your Twitter account. (Log Out/ Change) You are commenting utilizing your Facebook account. (Log Out/ Change) Connecting to %s Notify me of latest feedback via email. Notify me of new posts by way of e mail. Subscribe by way of Email Enter your e mail handle to obtain notifications of latest posts by e mail. Subscribe Here Today’s Top Reads Instagram Blog Accolades