HRMG Theory in Practice


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1- Make a list of which selection biases you think you might be susceptible to. Then take the Project Implicit test (see resource number one below) and compare your conscious and unconscious bias results to your previous list.

2- in groups of three, conduct a mock behavioral interview.

Each member of the group will take turns being the “applicant.” For each round of interviews, complete the following steps:

a. Applicant: Tell the interview panel the name of the organization and the position for which you are interviewing.

b. Interview panel: Ask three questions of the candidate. You can select from the list of questions provided in Table 6.6, or create your own questions. It is acceptable to ask a follow-up question for clarification or to get the applicant to elaborate on their answer.

c. Feedback: After the interview, the interview panel should give constructive feedback to the candidate.

i. Tell the applicant what they did well.

ii. Give the applicant some tips on what they could improve on.

3- Download one of the free applicant tracking systems (see resource number four below). Then ask several classmates to submit their resumes to the system so that you can practice screening them.

Resources :

1. Project Implicit. A free survey of your conscious and unconscious preferences, which may give you some insight into your possible selection biases. Project Implicit is a nonprofit organization and international collaboration between researchers who are interested in implicit social cognition—thoughts and feelings—outside of conscious awareness and control.

2. Behavioral Interviewing Resources. Examples of behavioral questions to ask a candidate during an interview and other resources.…

3. Best Background Check Companies of 2019. From Business News Daily.…

4. The Top 8 Free/Open-Source Applicant Tracking Software Solutions.…

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