We are also going to establish the importance of training selection panels, by looking at a video showing some common mistakes in interviewing. The topics covered in this video could usefully be included in a such a training program. Today's discussion should also provide useful for people who are preparing for job interviews. This is because it will provide hints as to how you can make the interview as much like an assessment as possible. You can treat the selection criteria as performance criteria for an assessment, and assemble a portfolio showing that you meet those criteria.
Typical interviews are a notoriously poor predictor of later performance in the job.
Despite its low level of predictive success, the selection interview continues to be widely used. Such an interview, if combined with a portfolio containing evidence of past work, should improve the validity, reliability and fairness of the interview process. I am also suggesting to job applicants that, whether they are asked to do so or not, it can be very convincing to be able to produce a folder of indirect evidence Assessment Centres are starting to be used in Australia for selection purposes. This is a procedure whereby a candidate is asked to demonstrate performance of tasks that will be needed in the job. Assessment Centres provide direct evidence of performance, albeit in rather artificial circumstances.