We offer a training course in the theory and practice of objective behavioural and situational interviewing. This deals with making more accurate judgements, structuring questions, evaluating answers and being aware of biases etc.
Research shows that the interview is the most popular method of selection used both in Irish companies and internationally. The pervasive use of this method continues in spite of the fact that it is a poor method at predicting performance on the job.
The main problem stems from the fact that the process involves one or more person(s) making judgements about other people. The interview is a subjective process and is thus prone to bias and distortion. Rating errors and discrimination are common in the interview. A number of factors can lead to bias in ratings. For example, there is a tendency to react positively to a candidate merely on the basis of shared backgrounds, perceptions, attitudes, interests etc. Such factors as physical attractiveness, race, gender, non-verbal behaviour also interfere with objective assessment of candidates knowledge, skills and ability.
Despite the above problems, the interview continues to be the most popular selection method. This stems, in part, from the need which employers have to see the staff which they are hiring and also from a belief that the interview will allow them to make a valid assessment of the person’s chances of “fitting in” to the organisation.
Interviewing demands a great deal of skill if the information elicited is to aid in the selection decision in any positive way. Since the popularity of the method is likely to continue, it is necessary that best interview practice is followed.
We provide a training course that outlines the most common faults associated with interviewing and shows how the accuracy of judgements can be improved. This training course is carried out at the University in Cork. It has been used in the past in training senior management at the university and in training post-graduate students on management courses.
Job performance depends on both ability and motivation. This is where our Psychometric personality tests provide useful information about certain characteristics that cannot be assessed by interview alone.
We have designed methods for short-listing applicants who will match the company's job criteria.
Psychometrica International has been trading for thirty years. The company was set up in a University context but is now an independent registered company run by Dr. Murray Porteous.
Psychometrica International has designed and applied numerous job-related Psychometric assessment systems and carried out Psychometric Research and development in client companies.
Our Psychometric tests and procedures are adapted and built specifically for a given job/company situation taking into account the job skills and company culture.