Interview is the most frequently-used method of selection in present enterprises. In order to select suitable employees, there will be at least two phases of interviews in which both of line managers and hr specialists are interviewers. There is no existing literature discussing about the differences between their behaviors during interviews. This study is mainly focused on those differences between interview questions asked by line managers and hr specialists in a cooperative interview. Besides, this study also analyses relevant factors which have impacts on effectiveness of interviews and corporation. This study uses dyadic questionnaires to collect empirical data and the author selects both line managers and hr specialists to answer the dyadic questionnaires. To increase validity of data, there is a limitation on the process of sample selection. Only those line managers from manufacture department or business divisions which are the major profit resource in enterprises can answer the questionnaires. 180 dyadic questionnaires were sent, and 114 valid questionnaires were responded. The valid response rate was 63.33%. Using independent-sample T test, one-way ANOVA and two-way ANOVA, the results are shown as below, 1.The effectiveness of interviews is irrelevant to interview training, interview period and interview check list. 2.There is no difference between interview questions asked by line managers and hr specialists. 3.There is no significant influence on interview questions between line managers and hr specialists by interview training, interviewer¡¦s interview experience and method of interview cooperation. 4.The effectiveness of cooperation is not influenced by interview training and interviewers¡¦ interview experiences either.

Thesis (Ph. D.)--University of Wisconsin--Madison, 1965. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references.

M.A. (Psychology) / The interview appears to be a very popular but nevertheless unreliable and invalid selection instrument. A need therefore exists to improve the selection interview and to place it on a more scientific basis. The purpose of this study can be summarized as the development of: an interview decision-making model an interview reference framework a selection interview interpretation guide Before these topics were discussed, the nature, definition, value, problematics and improvement of the selection interview were examined. Attention was given to the nature, purpose, function, formulation and classifica~ion of interview questions as well as to the interview as a measuring instrument and requirements such as objectivity, appropriateness, adaptability, standardization, reliability and validity. Various decision-making models were examined and discussed, and the decision-making attributes of the decision-maker (the interviewer) were studied. The requirements of the decision making process were discussed and a decision-making model was subsequently developed...

Counselor cognitive complexity is a counselor’s ability to recognize and organize multiple characteristics that might affect client needs. I examined whether various admissions criteria–Graduate Record Examination (GRE) Verbal, Quantitative, and Analytical Writing scores; previous coursework grade point averages; and faculty co-leaders’ admissions group interview ratings–for 182 applicants to a southwestern U.S. CACREP-accredited master’s counseling program predicted cognitive complexity scores on a modified Counselor Cognitions Questionnaire (CCQ). Participants were predominantly ages 20 to 30 years (91.8%), female (91.8%), and White (81.3%). Multiple regression analyses showed statistical significance with small effect sizes: the admissions criteria together significantly predicted cognitive complexity differentiation (p = .033), accounting for 6.6% of variance, and cognitive complexity integration (p = .003), accounting for 9.8% of variance. The small effect sizes and low variance percentages support the idea that cognitive complexity measured by the modified CCQ is a substantially different phenomenon from commonly-assessed academic aptitude and personality characteristics. If future researchers confirm these findings with additional samples, subsequent researchers could determine whether one or both domains of cognitive complexity, either alone or in combination with one or more of the commonly used admissions criteria, could help counselor educators better predict which applicants will be successful in master’s programs and the counseling field.

The interview is the ideal opportunity for the job candidate to assess his/her fit with a potential employer. While much research from the recruiting literature shows that candidates' perceptions of PO Fit lead to important outcomes such as intentions to pursue a position and acceptance of job offers, fewer studies explore how such fit perceptions are formed. The current study utilized a policy capturing approach to model how individuals interpret and combine cues from the interview experience as they formulate their perceptions of PO Fit. The cues tested included interview question content and the contextual variables of interviewer behavior and interview process factors. College students read a series of interview scenarios where these cues were manipulated, and provided their reactions about PO Fit, as well as about fairness and the ultimate decision to pursue an employment relationship. Although values-related question content was predicted to be most influential in the determination of PO Fit, the contextual factors more strongly affected all outcomes. Furthermore, for many participants, the relationships between these contextual effects and the outcome variable (intention to continue in the selection process) were mediated by perceptions of PO Fit and fairness. Considerable intercorrelation among the three dependent variables was found, and could be attributed to limitations of the method employed or job seekers' generalized and non-focused reactions following interviews. Additional research is needed to further investigate PO Fit perceptions from interview stimuli; suggestions and implications are discussed. / Ph. D.

Thesis (Ph. D.)--University of Wisconsin--Madison, 1970. / Typescript. Vita. Description based on print version record. Includes bibliographical references.

Master's thesis deals with theoretical analysis of tools and methods for staffing employees. It also describes the use of these methods in practice. For this purpose was chosen the company Vigour, which employs specialists working in the field of information technology. The presented methods and tools used in practice are confronted with the described theoretical knowledge and the results of the survey. This was done within the company at two levels - between employees and managers. The aim of confrontation is to identify weaknesses, including proposals for mitigation or elimination.

The dimploma thesis Comparison of AC and selection interview in process of employee selection in a bank institution is focused on comparison of financial, time and organizational difficulties of these two methods. The theoretic part defines basic terms as employee selection, Assessment Centre and selection interview. The Practical part compares process of selection in a bank institution for business positions. The thesis states time frame of each of the methods, defines invovled employees in processes, evaluates the processes according to costs and in the end copares results from selection interview which took place during AC and the overall results from AC.

The aim of the Diploma Thesis is to analyze the recruitment and selection process of employees in the company KOVOSVIT MAS, a.s., identify its strengths and weaknesses and propose measures to improve its effectiveness. With the questionnaire survey there is also examined satisfaction of employees with the company's process of recruitment and selection of staff. This thesis is divided into two parts - theoretical and practical. The theoretical part is based on the theoretical background. The findings of this part are also applied in the practical part. In the practical part, there is introduced company KOVOSVIT MAS, a.s., the structure of its employees and the system of recruitment and selection of employees, which is established in the company. Then the questionnaire survey is evaluated, which examines the attitude and satisfaction of the workers with the system of recruitment and selection of employees in the company. In the last part there is a formulation of its strenghts and weaknesses and proposition of measures which could lead to its improvement.

The thesis focuses on the issues of job interviews for ICT positions and related aspects of this matter. It includes the set of procedures that serve as an assistant for a graduate who will apply for a job in this field. The main objective of this thesis is to determine the process and requirements for admission for the positions in ICT companies in the Czech Republic. The theoretical part focuses on the individual components of the process that leads to employment. The curriculum vitae, cover letter, preparation for a job interview, the interview itself, assessment center and internet portals that are used for finding work or employees are also included. The practical part is mainly devoted to the questionnaire which I sent to companies in our country. Its evaluation is illustrated with graphs and tables. I consulted the results with human resources specialist, who gave me more detailed information on the individual issues. The thesis is concluded in chapter which summarizes the requirements for IT roles and positions. The benefit of this work is summarized overview that can help graduates to find some job. This is a set of requirements, which may be required for interviews in Czech companies.