A Multimodal Interview MMI® can be carried out as a stand-alone measure or as a component of our individual assessment center processes. In these interviews, the advantages of classic interview techniques are combined with modern psychometric principles. They involve sections of structured and free discussion, taking into account the approaches of modern, multimodal aptitude diagnostics (approaches based on personal characteristics, current behavior and professional experience). Numerous scientific studies have proven that these interviews have superior predictive validity and acceptance with candidates and users.
Multimodal Interview MMI® is protected by copyright internationally, as well as being a registered brand name/trademark belonging to S & F Personalpsychologie Managementberatung GmbH.
Each MMI® is developed as an individual guide for you. In this way, we ensure the best possible fit with your company and maximum predictive guidance when measuring potential career success for your target position.
WHAT IT IS ALL ABOUT
The Multimodal Interview MMI® combines the three central approaches of modern aptitude diagnostics (hence the name multimodal). In combination with a well-founded requirements analysis and a standardized interview procedure, the MMI® achieves a prognostic validity of up to r = .52 in empirical studies. This exceeds even the average validity of extensive assessment centers of r = .26. Other advantages: The Multimodal Interview MMI® can be used separately or integrated into an individual assessment. It is tailored to the specific requirements of organizations and target groups – in close consultation with the respective executives and HR managers.
The Multimodal Interview MMI® combines the strengths of the three most important assessment approaches:
- The simulation approach: job-related behavior
- The biographical approach: professional achievements and experiences
- The trait approach: job-related personality traits
YOUR BENEFITS
1. Safe
- high prognostic validity (up to r = .52)
- behaviorally based rating scales ensure high interviewer agreement
- target group-specific norms ensure comparability of participants
2. Efficient
- clear structure and navigation, no long scripts, little pre- and post-processing for the interviewer
- clear presentation of results along specific requirement dimensions
- administered on paper or tablet computer, also available as a telephone interview
3. Fair
- fairness and objectivity through standardized questions with high relevance to the requirements of the target position
- Target group- and company-specific development considers the specifics of different industries, fields of activity and positions.
STRUCTURE
The Multimodal Interview MMI® consists of eight parts and contains standardized questions that are asked to all participants in the same way and are supplemented by standardized follow-up questions. The scoring takes place immediately after the answers are given – this minimizes bias. Behavioral rating scales in the interview guide, which reflect the respective organizational culture and the desired behavior of the target group, ensure a high degree of objectivity in the evaluation of the answers. This ensures fairness and legal certainty and provides a valid basis for decision-making. It also relieves the burden on the interviewer – lengthy notes are a thing of the past.
RESULT
Scores and percentages are used to compare the candidate's performance with the reference group. Trainees are also compared with trainees, or middle managers with other middle managers – not with the population as a whole or with top management in another industry. The result includes the total score as well as scores for various dimensions that are defined based on the results of the requirements analysis.
