105 Chapter VIII TECHNIQUE FOR SCORING ...

Prospecting interdisciplinarity in health, education and social sciences: theory and practice

Chapter VIII TECHNIQUE FOR SCORING COMPETENCY BASED BEHAVIOURAL INTERVIEWS: A FUZZY APPROACH DANA BALAS-TIMAR 1, VALENTINA E. BALAS 2, ALINA MARIA BREAZ 1, NILANJAN DEY 3, AMIRA S. ASHOUR 4 1 Aurel Vlaicu University of Arad, Faculty of Educational Sciences, Psychology and Social Sciences, Romania, [email protected] 2 Aurel Vlaicu University of Arad, Faculty of Engineering, Romania, [email protected] 1 Aurel Vlaicu University of Arad, Faculty of Educational Sciences, Psychology and Social Sciences, Romania, [email protected] 3 Techno India College of Technology, India, [email protected] 4 Department of Electronics and Electrical Communications Engineering, Faculty of Engineering,Tanta University, Egypt, [email protected] Abstract: The employment interview continues to be a centrepiece in employee selection process. Researchers suggest that interviews can provide a high level of criterion-related validity when properly designed. Both organizational psychology theory and practice have nowadays proven that competency based behavioural interviews represent the most efficient way to select the best candidates. The current research offers a fuzzy perspective to deal with uncertainties that currently appear in human resources decision making processes, associated in particular with scoring competency based behavioural interviews. This novel fuzzy approach regards as input variables positive and negative behavioural answers offered by job candidates in selection interviews. When applied into a real world personnel selection procedure, fuzzy algorithm for scoring competency based behavioural interviews clearly proves its validity related to subsequent job performance. This is satisfied even if the correlation coefficient (r=0.861) is slightly lesser than the coefficient obtained using the classical weighted procedure (r=0.894), both significant at p