Effective Interview Practices for Accurately Assessing Counterproductive Traits

8 Pages Posted: 19 Mar 2003

See all articles by Melinda C. Blackman

Melinda C. Blackman

California State University, Fullerton

David C. Funder

University of California, Riverside

Abstract

A first line of defense for an organization against counterproductive behavior in the workplace is the accurate detection during the interview process of a job candidate's counterproductive traits. This article discusses aspects of the interview format and other considerations relevant to increasing the accuracy of the assessment of a job candidate's personality. Recent research suggests that the unstructured interview may be of high value in comparison to the traditional structured interview format, when accurate personality prediction is the criterion (Blackman, in press-a; Ickes, Snyder and Garcia 1997). Interviewers can also become more sophisticated in evaluating the probable accuracy of their judgments by learning about four important moderators of accuracy: properties of the judge, of the target, of the trait being judged, and of the information upon which the judgment is based (Funder 1995).

Suggested Citation

Blackman, Melinda C. and Funder, David C., Effective Interview Practices for Accurately Assessing Counterproductive Traits. International Journal of Selection and Assessment, Vol. 10, No. 1/2, pp. 109-116, March/June 2002. Available at SSRN: https://ssrn.com/abstract=312693

Melinda C. Blackman (Contact Author)

California State University, Fullerton ( email )

800 N State College St
Fullerton, CA 92834-9480
United States
714-278-3569 (Phone)

David C. Funder

University of California, Riverside ( email )

900 University Avenue
Riverside, CA 92521
United States
909-787-3938 (Phone)

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