Selection Interview: A Review of Validity Evidence, Adverse Impact and Applicant Reactions

Selection Interview: A Review of Validity Evidence, Adverse Impact and Applicant Reactions This article is focused on the evidence related to the criterion and construct validity of interview, its adverse impact on minority groups and the applicant reactions. Based on the content of the questions included in personnel interview, two types of interview made by found: conventional structured interview and behavioural structured interview. With regard to criterion validity, evidence shows that, in general, interviews may be used to predict job performance and, specifically, behavioural structured interviews show the highest validity coefficients. Although construct validity was less well investigated, there is currently a number of studies carried out in order to clarify what constructs are assessed by interviews. It was shown that conventional structured interviews and behavioural structured interviews clearly measure different constructs. With regard to group differences, interviews show only a small adverse impact, but this impact decreases if behavioural structured interviews are used. In connection with applicant reactions, more negative applicant reactions appear with behavioural structured interviews than conventional structured interviews. Practical implications and future lines of research are suggested. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png International Journal of Selection and Assessment Wiley

Selection Interview: A Review of Validity Evidence, Adverse Impact and Applicant Reactions

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Publisher
Wiley
Copyright
Copyright © 2000 Wiley Subscription Services, Inc., A Wiley Company
ISSN
0965-075X
eISSN
1468-2389
DOI
10.1111/1468-2389.00153
Publisher site
See Article on Publisher Site

Abstract

This article is focused on the evidence related to the criterion and construct validity of interview, its adverse impact on minority groups and the applicant reactions. Based on the content of the questions included in personnel interview, two types of interview made by found: conventional structured interview and behavioural structured interview. With regard to criterion validity, evidence shows that, in general, interviews may be used to predict job performance and, specifically, behavioural structured interviews show the highest validity coefficients. Although construct validity was less well investigated, there is currently a number of studies carried out in order to clarify what constructs are assessed by interviews. It was shown that conventional structured interviews and behavioural structured interviews clearly measure different constructs. With regard to group differences, interviews show only a small adverse impact, but this impact decreases if behavioural structured interviews are used. In connection with applicant reactions, more negative applicant reactions appear with behavioural structured interviews than conventional structured interviews. Practical implications and future lines of research are suggested.

Journal

International Journal of Selection and AssessmentWiley

Published: Dec 1, 2000

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