Finding the Perfect Employee with Cognitive Interviewing
Cognitive interviewing was introduced by psychologists and methodologists, to question and evaluate job applicants, on how they act and process questions using their awareness and judgment. Each question are aimed to find out thoughts that are usually hidden, as well as to probe deeper into answers that are readily given, for the truth and sincerity of the candidates.
The evaluation consists of the applicants' comprehension of the questions and their ability to recall information and the strategy they apply in using these information, in order to answer the questions. The answers given will show how the applicants respond to the questions, and how they we're able to relate to the questions, and how much mental effort they used to come up with their answer.
In a cognitive interview process, it takes a lot of probing questions to come up with a specific evaluation on the applicant's answers. In the end, the findings will show how truthful they are with their response, and if pressure is felt during their mental process of answering.
There are two types of cognitive interviewing method:
1. Think- Aloud Method
The think aloud method requires the applicant to quickly respond to the question. They must voice out any information they think about, that they believe to be the best answer to the question. This method of cognitive interview, allows an open conversation, with the interviewer asking different kinds of questions along the way.
2. Verbal Probing
This method uses a series of investigative questions based on the applicant's answer to the main question. It aims to find out the truth, behind each answer, and the ability of the applicant to focus and concentrate on the point that he/she wants to relay. By using this method, the interviewer will be able to take control of the interview and keep it on track to whatever purpose he/she wants to achieve.
With cognitive interviewing, the interviewer will be able to assess and evaluate an applicant according to his/her response. Here are some examples of weaknesses and problems, which an interviewer can identify with this type of interview:
* Comprehension Problem
The interviewer will be able to assess that the applicant has a difficulty in comprehension, if he/she cannot understand what the questions are asking.
* Inability to Relate
If the applicant cannot understand what the question is asking for, he/she will not be able to relate and give the proper and acceptable response.
* Inability to Handle Pressure
During a think-aloud cognitive interview, the applicant may feel the stress of asking too many questions quickly. This inability to handle pressure may reflect that the applicant may not be able to rise and maintain composure during deadlines and difficult projects.
* Inability to Respond
In this case, during probing questions in a verbal probing method, the inability of the applicant to answer the questions, would reflect her inability to process and relay information that is needed to handle the situation.
Cognitive interviewing is a perfect way to screen and select highly functional employees. With this type of interview, you will be assured that the person you hire can comprehend and relate to any task given to him/her. The effort they make to mentally process and provide stored information to each question, would reflect their ability to be effective and efficient in providing useful and relevant ideas to the advancement of your company.