STRUCTURED INTERVIEWING: RAISING THE PSYCHOMETRIC PROPERTIES OF THE EMPLOYMENT INTERVIEW

A highly structured employment interviewing technique is proposed, which includes the following steps: (1) develop questions based on a job analysis, (2) ask the same questions of each candidate, (3) anchor the rating scales for scoring answers with examples and illustrations, (4) have an interview panel record and rate answers, (5) consistently administer the process to all candidates, and (6) give special attention to job relatedness, fairness, and documentation in accordance with testing guidelines. Examination of psychometric properties for hiring entry-level production employees ( n = 149) reveals high interrater reliability ( r = .88) and predictive validity (uncorrected r = .34, corrected r = .56), as well as evidence for test fairness and utility. The levels of these properties are comparable to those of a comparison battery of typical employment tests, and correlations with the tests suggest that the interview has a strong cognitive aptitude component. Potential explanations for the effectiveness of this structured interviewing technique are discussed.     

E. Joseph Shoben,Jr.: Synthesizer in an Age of Specialization

E. Joseph Shoben, Jr., a pioneer in the development of counseling, was interviewed about his intellectual and career development, his views of the present and future of counseling, his ideas about several issues in psychotherapy, and his reflections about himself and his career. In addition, several others who know Shoben were interviewed about him.     

A SURVEY OF ASSESSMENT CENTER PRACTICES IN ORGANIZATIONS IN THE UNITED STATES

Two hundred fifteen organizations in the United States provided information about multiple aspects of their assessment centers, including design, usage, and their adherence to professional guidelines and research-based suggestions for the use of this method. Results reveal that centers are usually conducted for selection, promotion, and development purposes. Supervisor recommendation plays a sizable role in choosing center participants. Most often, line managers act as assessors; they typically arrive at participant ratings through a consensus process. In general, respondents indicate close adherence to recommendations for center design and assessor training. Recommendations involving other practices (e.g., informing participants, evaluating assessors, validating center results) are frequently not followed. Furthermore, methods thought to improve predictive validity of center ratings are underutilized. Variability in center practices according to industry and center purpose was revealed. We encourage practitioners to follow recommendations for center usage, and researchers to work to better understand moderators of center validity.     

Managing Mental Health Crises of Foreign College Students

Student services professionals manage a number of mental health crises as part of their job responsibilities. This article examines some of the issues that arise from assisting foreign college students experiencing such crises, with special focus on psychiatric committal, withdrawal from school, and return to the home county.     

Caring and Exploitation

It is not wholly clear the extern to which Nel Nodding intends her ethic of caring to be an ethic that stands on its own in competition with others described by ethical theories. I argue that, given this ambiguity, Nodding' ethic of caring is a dangerous ethic because it can abet exploitation. I consider Noddings'responses to this criticism and conclude that the relational ontology of the ethic cannot rescue it from the charges of abetting exploitation.     

Challenges and Promises of Training Women as Family Systems Therapists

The structural/strategic family therapy model has drawn increasing numbers of women practitioners attracted not only by its effectiveness but by the opportunity to function in an active, orchestrative, flexible role. Traditional sex-role training, family and supervisor expectations, and patriarchal institutional structures pose particular challenges to the female family therapist and trainee. This paper explores several critical problem areas for women learning to function in this role, including the expression of authority, countertransference, sexual politics of supervision, and boundary issues. Particular content areas of focus for didactic training and common sex-role difficulties in the supervision process are delineated. The discussion underscores the need for assessment and intervention skills not only in small family systems but in larger institutional structures as well in order to enhance the professional development and effectiveness of women in the family therapy field at all levels.     

Factors Affecting Employer Preference for Female Managerial Applicants

This study examines aspects of job interview behavior that influence employer preference for a female applicant for a managerial position in the human service field. The authors used an analogue methodology simulating videotaped job interview vignettes to present a female applicant exhibiting varying leadership and personality styles, ranging from a “warm” cooperative style to a “cold” task-oriented style. Employers in the human services field rated their preference for the simulated applicants. There were significant differences in preference for the various types of applicants; the most preferred were those who combined warmth with goal-oriented leadership skills.