Predicting EdD Applicant Potential Using Structured Behavioral Interviews During the Application Process

Laurie A. Kimbrel, Mary Alice Varga

Abstract


This essay describes the work of faculty at a public university in the southeast to align their application process with CPED principles through the addition of structured behavioral interviews. Their work was grounded in the premise that redefinition of the Ed. D. program to focus on the effective preparation of scholarly practitioners also requires a redefinition of the type of student who is most likely to benefit and, consequently, how the applicants most likely to achieve success are identified and admitted. A structured interview was added to the application process as a tool to gather data to accurately predict the likelihood of student success in the program and as a leader of change in schools. The development of the interview was guided by selection science literature, and questions were aligned to essential student attributes. Although the interview questions and process are still evolving, data from the initial administration suggests that the interview has promise as a useful element of the candidate selection process.

Keywords


Structured behavioral interviews; Ed.D. application process; predictive interviews; Ed.D. program improvement

Full Text:

PDF

References


Buckley, R. M., Norris, A.C., & Wiese, D. S. (2000). A brief history of the selection interview: May the next 100 years be more fruitful. Journal of Management History, 6(3), 113-126. https://doi.org/10.1108/eum0000000005329

Chambers, B.A. (2015). Acing the Interview. Collector, 81(1), 32-33. Retrieved from https://search.ebscohost.com/login.aspx?direct=true&AuthType=ip,shib&db=edb&AN=108892454&site=eds-live&scope=site

deKock, F.S., & Hauptfleisch, D.B. (2018). Reducing racial similarity bias in interviews by increasing structure: A quasi-experimental using multilevel analysis. International Perspectives in Psychology: Research, Practice, Consultation, 7(3), 137-15. https://doi.org/10.1037/ipp0000091

Deli, D.A., & Vera, E.M. (2003). Psychological and contextual influences on the teacher selection interview: A model for future research. Journal of Personnel Evaluation in Education, 17(2), 137-218. https://doi.org/10.1023/b:peev.0000032425.42878.f3

Friedman, R. (2014). The Best Place to Work. New York, NY: Penguin-Random House Publishing.

Lavashina, J., Hartwell, C. J., Morgeson, F. P., & Campion, M.A. (2014). The structured employment interview: Narrative and quantitative review of the research literature. Personnel Psychology, (67)1, 241-293. https://doi.org/10.1111/peps.12052

Moore, D. A. (2017). How to improve the accuracy and reduce the cost of personnel selection. California Management Review, (60)1, 8-17. https://doi.org/10.1177/0008125617725288

Nadler, J.T., Lowery, M.R., Grebinoski, J., & Jones, R.G. (2014). Adverse discrimination in employment interviews: Reducing effects of sexual orientation bias with accountability. Psychology of Sexual Orientation and Gender Diversity, 1(4), 480-488. https://doi.org/10.1037/sgd0000079

Schmidt, F.L. & Hunter, J.E. (1998). The validity and unity of selection and methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. Psychological Bulletin, 124 (2), 262-274. https://doi.org/10.1037//0033-2909.124.2.262

Seagrest Purkiss, S.L., Perrewe, P.L., Gillespie, T.L., Mayes, B.T., & Ferris, G.R. (2006). Implicit sources of bias in employment interview judgments and decisions. Organizational Behavior and Human Decision Processes, 101(2), 152-167. https://doi.org/10.1016/j.obhdp.2006.06.005




DOI: https://doi.org/10.5195/ie.2020.109

Refbacks

  • There are currently no refbacks.




Copyright (c) 2020 Laurie A. Kimbrel, Mary Alice Varga

Creative Commons License
This work is licensed under a Creative Commons Attribution 4.0 International License.