Khan, Alisha_ Selection Interview_PSYC3310
docx
keyboard_arrow_up
School
Lone Star College System, Woodlands *
*We aren’t endorsed by this school
Course
3304
Subject
Communications
Date
Feb 20, 2024
Type
docx
Pages
4
Uploaded by ColonelPrairieDogMaster237
Selection Interview
*Submit on Blackboard using Turnitin
**Answer the questions on a blank page of this document. Keep the requirements in mind (.5 pages, double spaced, 12 point Times New Roman, 1” margins, not including title page or references). Name: Alisha Khan
Student ID:
2139203
Instructions:
Watch the Office video (13 min; https://www.youtube.com/watch?v=u7HDSeGqRz0
) and choose one scene to answer the following questions
1.
Scene 1
a.
Briefly describe the scene and include the time of the clip (e.g., 3:45-4:10)
Michael Scott, a former Regional Manager, is being interviewed by David Wallace, the CFO of Dunder Mifflin Paper Company, for a job. When David requests Michael to outline his management strengths, Michael instead lists his management shortcomings, such as working too hard and caring too much about his work. Michael continues to assert that his faults are truly strengths, despite David's attempts to refocus him by questioning him about his strengths once more. David seemed to find Michael's comments amusing and mildly engaging. David affirms Michael on his comments as the scene comes to a close. The time of the clip is 2:10-2:34.
b.
What was the purpose of the interview?
The purpose of the interview was to determine whether Michael Scott was qualified for the job. Michael's prospective employer would be interested in learning about his capabilities and
shortcomings, prior work experiences, and capacity for effective communication and situational judgment as a manager.
c.
Did they use structured or unstructured interviews? (p. 446-448, Gatewood 8
th
edition)
It seems like the interview is semi-structured. David Wallace, the interviewer, asks open-ended questions regarding Michael's management skills in the beginning before directing him to answer
questions on his specific flaws and skills.
i.
What dimensions of structure did they use? By opening with a generic inquiry regarding strengths, the interviewer employed some structure and framework. Michael strays from the subject and instead speaks on his shortcomings, therefore his answers are largely unstructured.
ii.
What dimensions of structure could they have added?
The interviewer may have offered additional structure by assessing Michael's replies using a series of uniform questionnaires or rating scales. This would have made the interview process more predictable and made it simpler to compare prospects.
d.
What were the interview questions measuring? (examples on p. 443, Gatewood 8
th
edition)
The interview questions evaluated Michael's self-awareness and capacity for effective communication. Michael's skills and shortcomings as a manager, his approach to difficult
circumstances, and how well he would integrate into the business culture were all questions the interviewer wanted to be answered.
e.
How reliable is the interview?
The uniformity of the interview's queries and grading methodology determines the validity of the
results. Due to the inconsistent questions and unclear grading criteria in this instance, it might not be as dependable. Moreover, there is no mention of the interviewer's credentials or area of expertise for assessing Michael's comments.
f.
How valid is the interview? What work outcomes would the interview predict?
The degree to which the assessment criteria and interview questions correctly assess work performance determines the validity of the interview. Based on the minimal details presented in the scenario, it is challenging to assess the reliability of this interview. Michael's capacity for communication, ability to react correctly to diverse circumstances, and compatibility with the workplace culture may all be predicted by the interview, though.
g.
What factors might have influenced interviewer decision making?
The decision-making process of the interviewer may have been impacted by Michael's prior professional experience, his perceptions, and his general cultural fit with the organization. The interviewer's prejudices or inclinations may have also been impacted by his own.
h.
What would you recommend to the interviewer to improve the interview?
A uniform set of inquiries and rating scales might be used by the interviewer to assess candidates
equally and enhance the interview process. To extract more concrete instances of prior conduct in comparable circumstances, the interviewer may also use behavioral-based questions. This
Your preview ends here
Eager to read complete document? Join bartleby learn and gain access to the full version
- Access to all documents
- Unlimited textbook solutions
- 24/7 expert homework help
would give a more realistic picture of Michael's qualifications for the position. The interviewer should also receive training on how to conduct interviews and analyze prospects.