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.
- President, Rothwell & Associates, Inc.
- Distinguished Professor Emeritus, Penn State University
- Practice emphasizes succession planning, talent development, workforce planning, and HR strategy
- Regularly speaks at national and international conferences on workforce and talent management
- Author of over 172 books, including Effective Succession Planning, The Manager’s Guide to HR, and Revolutionizing the Online Learning Journey
- Member of the Association for Talent Development (ATD), Society for Human Resource Management, OD Network, Academy of Human Resource Development (AHRD)
- Ph.D., DBA, M.A., M.B.A., and B.A.
- Contact be contacted at [email protected]
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