Next level applicant interviews

Evaluating the evidence correctly - What do application documents reveal?

• What do application documents say about candidates or: What employers should not pay attention to.

The gardener is not always the murderer! - Do not form false hypotheses

• Systematically recognize automatisms of biased personal assessment in selection decisions (e.g. assimilation and expectation effects) and avoid selective hypotheses.

"We just have a few more questions for you!" - Precise questioning technique from validation research

• Why the most frequently asked questions in the job interview do not predict future behavior in the workplace.
• Ask more precisely about cross-job requirements.
• The "incident job technique": How a higher predictive validity can be achieved for a specific job profile with biographical, situational and technical questions.

What should the answers tell us? - Psychometric quality in highly structured interviews

• Better measurement of responses using behaviorally anchored rating scales.
• Simplify the comparability of applicants .

Lie or truth? - Using forensic methods to better assess the credibility of a statement

• The scope and limits of non-verbal lie diagnostics.
• The use of so-called real signs as a method of forensic credibility assessment.

Getting to the bottom of someone carefully and professionally - Handling information

• Application of the "Strategic Use of Evidence Technique" (Granhag/Hartwig) if critical information is available.