How the Multiple Mini-Interview Has Become the Better Predictor for Future Job Performance

SHRM 2011 Annual Conference
Institutions with large applicant numbers for high stakes positions can enhance predictive validity for better future employee performance out to five years by using the Multiple Mini-Interview.
To view this video, either log in or enter a passcode for this session via the following link: Passcode Entry page

Track: Talent Management

Obtaining multiple applicant biopsies in varying contexts in bell-ringer circuits, the Multiple Mini-Interview (MMI) predicts future performance twice as strongly as gold standard traditional interviews. Based upon 10 years of research at McMaster University, its higher reliability (0.7), predictive validity (0.4), interviewer and applicant acceptability, lower liability, and neutrality on diversity are presented. The MMI is presently used in health care schools worldwide, with potential application to any institution with large applicant numbers for high-stakes positions.

Date(s) & Time(s): 
Tuesday, June 28, 2011 - 2:15pm to 3:30pm

Harold I. Reiter, MD, MEd, FRCPC, DABR

Harold I.
Reiter, MD, MEd, FRCPC, DABR
Professor Harold Reiter is a radiation oncologist whose academic work since 2001 has centered on assessment of personal/professional characteristics. Since 2004, he has published over twenty articles in peer-reviewed journals and over twenty presentations at national and international conferences. He has received multiple grants from both the National Board of Medical Examiners in the United States, as well as from the Medical Council of Canada, on the development of assessment tools for applicant selection. Dr. Reiter is the Admissions Chair for the Michael G. DeGroote School of Medicine at McMaster University, and the Chair of the provincial group on medical school admissions in Ontario, Canada.
Amount of Credit: 
Credit Type: 
HR Credit
Hide from On Demand: