DEVELOPING A NOMOLOGICAL NETWORK FOR INTERVIEW STRUCTURE: ANTECEDENTS AND CONSEQUENCES OF THE STRUCTURED SELECTION INTERVIEW
By Derek Chapman, David Zweig. 2005
153 citations recorded by the source corpus.
Subfields: Organizational Behavior and Human Resource Management, Social Psychology
View Paper: https://www.semanticscholar.org/paper/8ecea295e47e913f83cb5207e947d8095659f182
How researchers see this paper
The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.
In Organizational Behavior and Human Resource Management
- Nicolas Roulin
- J. Levashina
- F. Morgeson
- T. Macan
- M. Campion
- Herman Aguinis
- Christopher J. Hartwell
- Filip Lievens
In Social Psychology
- T. Macan
- Nicolas Roulin
- M. Campion
- Filip Lievens
- P. Sackett
- J. Levashina
- Wayne F. Cascio
- Herman Aguinis
Citations in the corpus
- The employment interview: A review of current studies and directions for future research (2009, background): “Following the lead of Chapman and Zweig (2005), a measure of interview structure should be a continuous and multi-faceted construct, used by all parties as a common metric to describe the degree of structure in employment interviews. We have a strong foundation on which to build a common taxonomy an”
- 3 Staffing Twenty‐first‐century Organizations (2008, background): “Often those job applicants who successfully complete the initial screening stage may be required to pass a background check (Connerley, Arvey, & Bernardy, 2001 ) and, if they do, they may be given paper‐and‐pencil or computer‐administered tests that assess their general mental abilities (GMA) and p”
- The Structured Employment Interview: Narrative and Quantitative Review of the Research Literature (2014, background): “…(1999) found no differences in procedural justice perceptions between structured and unstructured interview questions in an actual high-stakes interview setting, yet Chapman and Zweig (2005) found that applicants had more negative perceptions of procedural justice with higher levels of structure.”
- Personnel selection. (2008, background): “In addition, use of structured interviews is related to participation in formal interviewer training (Chapman & Zweig 2005, Lievens & De Paepe 2004).”
- Why your stigma isn't hired : a dual-process framework of interview bias (2016, background): “In order to establish good level of rapport, interviewers need to present themselves as agreeable and friendly, but also as knowledgeable and professional towards the applicant (Chapman & Zweig, 2005; Dipboye & Johnson, 2013; Liden, Martin, & Parsons, 1993).”