mdh.sePublications
Change search
CiteExportLink to record
Permanent link

Direct link
Cite
Citation style
  • apa
  • ieee
  • modern-language-association-8th-edition
  • vancouver
  • Other style
More styles
Language
  • de-DE
  • en-GB
  • en-US
  • fi-FI
  • nn-NO
  • nn-NB
  • sv-SE
  • Other locale
More languages
Output format
  • html
  • text
  • asciidoc
  • rtf
Strukturerad- kontra beteendeintervju: Skillnad i mängd och kvalitet på den information som erhålls vid anställningsintervjuer
Mälardalen University, School of Sustainable Development of Society and Technology.
2008 (Swedish)Independent thesis Basic level (degree of Bachelor), 10 points / 15 hpStudent thesisAlternative title
Structured- versus behavioral interview : Differences in amount and quality on the information selected during job interviews (Swedish)
Abstract [en]

According to Barclay (2001), behavioral interviews yield higher quality information, than other interview techniques. This study focused on whether the quality and quantity of information differ between structured interview and behavioral interviewing. Two headhunters held 16 job interviews with the two techniques, 9 behavioral interviews and 7 structured interviews. Both headhunters and candidates have evaluated the interviews quantitatively. Initial and concluding interviews have, as well, been held with the headhunters.  No definitive answers were found in the quantitative analysis, but the qualitative results suggest that behavioral interviews give, because of the headhunters opinions, more and higher quality information. Continued development of the technique and themselves are the headhunters next steps in order to improve their recruitment process.

Abstract [sv]

Enligt Barclay (2001) erhålls bättre kvalitet på informationen som insamlas genom beteendeintervjuer, än genom andra intervjutekniker. Denna studie fokuserar på att se om kvaliteten och mängden information skiljer sig mellan strukturerad intervju och beteendeintervju. Två rekryterare har hållit 16 anställningsintervjuer med de två intervjuteknikerna, nio med beteendeintervju och sju med strukturerad intervju. Både rekryterare och kandidater har efteråt utvärderat intervjuerna kvantitativt, inledande och avslutande intervjuer har även hållits med rekryterarna. Inga tydliga svar kunde utläsas utav den kvantitativa analysen, men de kvalitativa resultaten tyder på att beteendeintervju var bättre gällande att rekryterarna totalt sett ansåg sig få mer och säkrare information om kandidaterna genom den tekniken. Att utveckla beteendeintervjumallen och sig själva är rekryterarnas nästa steg i att förbättra sin rekryteringsprocess.

Place, publisher, year, edition, pages
2008. , 15 p.
Keyword
personnel/employee selection
National Category
Psychology
Identifiers
URN: urn:nbn:se:mdh:diva-1007OAI: oai:DiVA.org:mdh-1007DiVA: diva2:1739
Uppsok
samhälle/juridik
Supervisors
Examiners
Available from: 2008-10-03 Created: 2008-09-15 Last updated: 2008-10-03Bibliographically approved

Open Access in DiVA

fulltext(125 kB)877 downloads
File information
File name FULLTEXT01.pdfFile size 125 kBChecksum SHA-512
e18b8635aa2edb98573d84c10a584138d3784600baaac30fe0393449836a7bde433246c0f3c4edef47148171930d4e0ec6911ae2a63b83bb101f282235c6b443
Type fulltextMimetype application/pdf

By organisation
School of Sustainable Development of Society and Technology
Psychology

Search outside of DiVA

GoogleGoogle Scholar
Total: 877 downloads
The number of downloads is the sum of all downloads of full texts. It may include eg previous versions that are now no longer available

Total: 271 hits
CiteExportLink to record
Permanent link

Direct link
Cite
Citation style
  • apa
  • ieee
  • modern-language-association-8th-edition
  • vancouver
  • Other style
More styles
Language
  • de-DE
  • en-GB
  • en-US
  • fi-FI
  • nn-NO
  • nn-NB
  • sv-SE
  • Other locale
More languages
Output format
  • html
  • text
  • asciidoc
  • rtf