Topic: Interviewing, Selection, Human Resources
Publication: Personnel Psychology (SPRING 2011)
Article: Is more structure really better? A comparison of frame-of-reference training and descriptively anchored rating scales to improve interviewers’ rating quality.
Authors: K. G. Melchers, N. Lienhardt, M. V. Aarburg, & M. Kleinmann
Reviewed By: Thaddeus Rada
Interviews remain one of the most common methods that organizations use to select new employees. Additionally, one of the most consistent recommendations in I/O psychology is that structuring interviews improves their ability to improve the selection process and make successful hires. Although the strength of structured interviews over unstructured interviews is well-documented, previous research has been inconsistent in identifying how different methods of adding structure to interviews may relate to one another. A new study by Melchers and colleagues begins to address this issue.
Melchers and his colleagues’ study compared the effectiveness of two methods of adding structure to interviews: frame-of-reference (FOR) training and descriptively anchored rating scales (DARS). FOR training is used to provide interviewers with information about the content addressed by each question, as well as a common standard by which the performance of applicants and their answers to the interview questions can be judged. DARS are a bit more specific, giving interviewers examples of what poor, average, and good answers to each interview question might consist of.