| Popis: |
Considerable research evidence supports the use of various aspects of interview structure (e.g. Thorsteinson, 2018). Despite this, some research (e.g. Fernandez & Pougnet, 2018) has shown and the first study in this dissertation provides evidence that some aspects of interview structure are underutilized by HR practitioners, most notably that candidates’ responses to each question are evaluated with an anchored rating scale. Further, the first study in this dissertation detailed the many pieces of information and aspects of the situation that guide HR practitioners decision-making process when designing an interview. To build on the findings from the thematic analysis, the current study will focus on the presumption that status-quo bias may suppress HR practitioners’ use of anchored rating scales (ARS) to evaluate candidates’ responses to each question. Thus, the research questions for the current study are, whether status-quo bias can explain acceptance of ARS and whether provided information and an example can elicit acceptance of HR practitioners’ endorsement of ARS. |
