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Well-trained interviewers will record the questions in a uniform manner in advance, which means there is little or no biases towards the respondents. Since the data is gathered from a considerable number of people, it means the sample is random and less self-selective. It indicates that the statistically significant results can be collected. [8]
Job interview candidates who describe a “Target” they set themselves instead of an externally imposed “Task” emphasize their own intrinsic motivation to perform and to develop their performance. Action: What did you do? The interviewer will be looking for information on what you did, why you did it and what the alternatives were.
Even neutral questions can lead witnesses to answers based on word choice, response framing, assumptions made, and form. The words "fast", "collision" and "How", for example, can alter speed estimates provided by respondents. [6] When someone asks a leading question, they expect the other person to agree with the leading question.
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At the heart of realistic job previews are the employee exchange or psychological contract between employer and employee. [2] By being hired after use of the RJP, the employee enters the contract aware of what the organization will provide to them (pay, hours, schedule flexibility, culture, etc.) as well as what will be expected from them (late hours, stress, customer interaction, high urgency ...
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The perception of success of the customer service interactions is dependent on employees "who can adjust themselves to the personality of the customer". [2] Customer service is often practiced in a way that reflects the strategies and values of a firm. Good quality customer service is usually measured through customer retention.