Next level applicant interviews

Evaluating the evidence correctly - What do application documents reveal?

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

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

• Recognize automatisms of systematically 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 applicant interview do not predict future behavior in the workplace
• How to ask cross-job requirements more precisely
• The "incident job technique": How to achieve greater predictive validity 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 behavior-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 indicators 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) when critical information is available