Q.7. What are the main factors of interview.
Ans. Types Of Interviews: -
Interview vary on three main factors: structure, style, and medium.
Structure: -
The structure of an interview is determined by the source of the questions, the extent to which all applicants are asked the same questions, and the structure of the system used to score the answers. A structed interview is one in which (1) the source of the questions is a job analysis (job-related questions), (2) all applicants are asked the same questions, and (3) there is a standardized scoring key to evaluate each answer. An unstructured interview is one in which interviewers are free to ask anything they want (e.g., Where do you want to be in 5 years? What was the last book you read?), are not required to have consistency in what they ask of each applicant, and may assign numbers of points at their own discretion. Interviews vary in their structure, and rather than calling interviews structured or unstructured, it might make more sense to use terms such as highly structured (all three criteria are met), moderately structured (two criteria are met), slightly structured (one criterion is met), and unstructured (none of the three criteria are met). The research is clear that highly structured interviews are more reliable and valid than interviews with less structure.
Style: -
The style of an interview is determined by the number of interviews and number of interviewers. One-one-one interviews involve one interviewer interviewing one applicant. Serial interviews involve a series of single interviews. For example, the HR manager might interview an applicant at 9:00 a.m., the department supervisor interviews the applicant at 10:00., and the vice-president interviews the applicant at 11:00 a.m. Return interviews are similar to serial interviews with the difference being a passing of time between the first and subsequent interview. For example, an applicant might be interviewed by the HR manager and then brought back a week later to interview with the vice-president. Panel interviews have multiple interviewers asking questions and evaluating answers of the same applicant at the same time, and group interviews multiple applicants answering questions during the same interview. Of course one could put together several combinations such as a serial-panel-group interview, but life is too short for such nonsense.
Medium: -
Interviews also differ in the extent to which they are done in person. In face-to-face interviews, both the interviewer and the applicant to use both visual and vocal cues to evaluate information. Telephone interviews are often used to screen applicants but do not allow the use of visual cues (not always a bad thing). Video conference interviews are conducted at remote sites. The applicant and the interviewer can hear and see each other, but the setting is not as personal, nor is the image and vocal quality of the interview as sharp as in face-to-face interviews. Written interviews involve the applicant answering a series of written questions and then sending the answers back through regular mail or through email.
Q.8. Define the characteristic of psychological test.
Ans. Characteristics Of Psychology Tests -
Merely assembling a batch of questions does not produce a psychological test. A test may best be defined as measuring a standardized sample of human behavior. As such, it must meet certain basic requirements. First, the sample of behavior should be both large enough and representative enough of the class of behavior we are measuring to allow us to generalize and predict from the test results. Second, by requiring the test to be standardized, we mean that the series of questions or tasks should be uniformly administered whenever subjects are given the test. Finally, all psychological tests must have the perquisite characteristics of validity, reliability, and norms.
Throwing together a series of questions regardless of whether they concern psychological topics does not elevate them to the level of psychological testing. For example, many newspaper columns and popular books of the parlor-game variety present a series of questions; the person scores the answers and rates himself as “excellent,” “good,” “bad,” or “awful.” These are not psychological tests; they are merely batches of questions. Of course, an individual often has an overwhelming curiosity to find out something secretly, and so the self-testing plan is very popular. The subject matter of these tests usually has wide appeal. For example, a column may ask you to determine whether you are an outstanding husband by answering a few questions. A person may have inscrutable wisdom, but the only way he can develop a test to measure such qualities is to have a series of questions that have been answered in one way by successful husbands (whoever they are) and in a significantly different way by unsuccessful husbands.
