Learn more about the approach for group interviews to select the best candidate without having a single-minded bias of an individual interview.
Interviews are notorious for being a poor approach to use in employee selection. Research has shown that interviewers jump to conclusions quickly about job applicants and are sometimes unduly swayed by haircuts, the firmness of handshakes, and the physical appearance of applicants. Interviews are also prone to problems such as the like-me bias, in which people are prone to be positively inclined toward applicants who are clones of the interviewers. This material shows how group interviews can overcome the single-minded bias of individual interviews. The information shows how group interviews can be part of a robust approach to picking the best candidate by relying on diverse opinions across a group.
Agenda
Faculty
William J. Rothwell, Ph.D., SPHR, SHRM-SCP, RODC, CPTD Fellow
Rothwell & Associates, Inc.
William J. Rothwell, Ph.D., DBA, SPHR, SHRM-SCP, RODC, FLMI, CPTD Fellow
- President/Distinguished Professor
- Specializes in HR practice—and especially succession planning and Organization Development
- Published 168 books on HR and related topics since 1987 and delivered 1,600 professional talks in 15 nations over 30 years
- Member of Society of HR Management, Association for Talent Development, International Society for Performance Improvement, the OD Network
- Can be reached by email at [email protected]
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