Global ETD Search
Search theses and dissertations gathered from participating repositories worldwide. Every result links back to the library that holds it. No account is needed.
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Showing 1 to 7 of 7 for “"Interview performance"”.
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Multiple Mini-Interview Performance And First Semester Achievement In A Baccalaureate Respiratory Care Program
… to investigate the utility of the multiple mini-interview (MMI) as an adjunct method of selecting candidates to a small cohort-based baccalaureate respiratory care program. The MMI is a method of student assessment designed to more accurately evaluate non-cognitive skills inherent to successful …
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The impact of individual differences on the interviewing success and post-training performance of investigative interviewers
… and how personality characteristics affect the performance in investigative interviewing and the efficacy of training was examined in a three-step research design. In Study 1, the structure of a 50-item aptitudes scale, a modified and extended version of the Police Interviewing Competences …
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Wage Growth and Worker Observability
… such as a worker\'s education level, GPA and interview performance. While some firms conduct further testing, it remains that an accurate evaluation of worker ability at the time of hiring is very difficult to achieve. Evidence suggests that much of a firm\'s evaluation of worker ability takes …
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Selection, Training and Career Development of Naval Officers : A Long-Term Follow-Up Using Multivariate Techniques
… a judgmental measure of personality and their performance in educational examinations. The former was an interpretation of candidates' behaviour in individual and group tasks and interview, performance in psychological tests, and headmasters' reports, and has remained essentially unchanged to …
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Training Interviewers to Spot ‘Faking’ in Employment Interviews: Can Frame of Reference Training Enhance Cue Detection, Cue Utilisation, and Overall Profile Accuracy for Rating Candidate Deceptive Impression Management?
… is frequently used by candidates in employment interviews. DIM is problematic because it is difficult for interviewers to accurately rate, leading to unsound interview evaluations. This invalidates employment interviews because the best candidate is not selected for the job (i.e., deceptive …